Absolute ratings
A rating method where the rater assigns a specific value on a fixed scale to the behaviour or performance of an individual instead of assigning ratings based on comparisons between other individuals.Affirmative action
Also positive discrimination.Carried out on behalf of women and disadvantaged groups and members of such groups are placed in dominant positions.
Appraisal
See Performance planning.Attrition
A term used to describe voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer's physical workforce.Autocratic leadership
Leader determines policy of the organization, instructs members what to do/make, subjective in approach, aloof and impersonal.Balanced Scorecard
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 organizations to clarify their vision and strategy and translate them into action. The goal of the balanced scorecard is to tie business performance to organizational strategy by measuring results in four areas: financial performance, customer knowledge, internal business processes, and learning and growth.Behaviourally anchored rating scale (BARS)
An appraisal that requires raters list important dimensions of a particular job and collect information regarding the critical behaviours that distinguish between successful and unsuccessful performance. These critical behaviours are then categorized and appointed a numerical value which is used as the basis for rating performance.Behavioural based interview
An interview technique which focuses on a candidates past experiences, behaviours, knowledge, skills and abilities by 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.Behavioural competency
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 organizational success.Benchmarking
A technique using quantitative or qualitative data to make comparisons between different organizations or different sections of the organizations.Bereavement leave
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.Branding
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.Broadbanding
A pay structure that consolidates a large number of narrower pay grades into fewer broad bands with wider salary ranges.Bumping
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 organization, for which they may be qualified to perform and which is currently occupied by another employee with less seniority.Change management
The deliberate effort of an organization to anticipate change and to manage its introduction, implementation, and consequences.Clean Slate
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 criteria.Coaching
A one-to-one process between a manager and subordinate, whereby the former will ‘train’ the latter. See also Mentoring.Collective Bargaining
The process by which [an] employer[s] will negotiate employment contracts with [a] union[s].Competency-based pay
Competency based pay is a compensation system that recognizes 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.Competencies
‘an underlying characteristic of a person’ ‘motive, trait, skill, aspect of one’s self-image or social role, or a body of knowledge’.Competitive advantage
‘People are the source of competitive advantage’. Other systems in an organization can be copied but not the people in the organization.Confidentiality agreement
An agreement restricting an employee from disclosing confidential or proprietary information.Constructive dismissal
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.
Contingent workers
Employees who may be: casual labour, part-timers, freelancers, subcontractors, independent professionals and consultants.Contract for services
An agreement with an independent contractor.Contract of service
An employment agreement.Core competencies
The skills, knowledge and abilities which employees must possess in order to successfully perform job functions which are essential to business operations.Core Labour Force
A small group of permanent workers, for example, strategists, planners.Corporate mission
The aims and objectives of an organization.Cost leadership
A strategy of becoming the lowest-cost producer in its industry.Cyclical unemployment
A form of unemployment – rises in times of economic recession and falls in times of prosperity. Now shows signs of being able to withstand increased prosperity.Decision Tree Model
One of the Contingency theories of leadership – developed by Vroom and Yettor (1973).Deregulation
The removal of entities such as financial markets, road and transport from governmental control.Distance Learning
The process of delivering educational or instructional programs to locations away from a classroom or site to another location by varying technology such as video or audio-conferencing, computers, web-based applications or other multimedia communications.Disciplinary procedure
A procedure carried out in the workplace in the event of an employee committing some act contrary to terms of the employment agreement. If the act is regarded as Gross Misconduct this may lead to Summary Dismissal.Discrimination
The favouring of one group of people to the detriment of others.Distributive bargaining
Related to the process of Negotiation. Known also as Competitive bargaining – The parties are concerned with their respective shares of the benefits available and compete and conflict with each other until one side wins an increased share at the expense of the other.Dual Labour Markets
Organizations will operate with a small Core Labour Force and a Peripheral Labour ForceDue diligence
A critical component of mergers and acquisitions, it is the process by investigation and evaluation is conducted to examine the details of a particular investment or purchase by obtaining sufficient and accurate information or documents which may influence the outcome of the transaction.Emotional Intelligence
Describes the mental ability an individual possess enabling him/her to be sensitive and understanding to the emotions of others as well as being able to manage their own emotions and impulses.Employee Relations
A broad term used to refer to the general management and planning of activities related to developing, maintaining, and improving employee relationships by communicating with employees, processing grievances/disputes, etc.Employee retention
Organizational policies and practices designed to meet the diverse needs of employees, and create an environment that encourages employees to remain employed.Empowerment
The process of enabling or authorizing an individual to think, behave, take action, and control work and decision-making in autonomous ways.Equity theory
Based on the notion that people are motivated by a desire for fairness, that is, to be treated fairly and will compare their own efforts and the rewards of others in the organization with a view to judging the fairness of their treatment.Exit Interview
An interview between a member of staff of the organization that an employee is leaving to ascertain the reasons for the employee leaving the organization. Should not be carried out by employee’s immediate superior. Used for possible changes.Fixed Term Employment
An employee and an employer may agree that the employment of the employee will end at the close of a specified date or period or on the occurrence of a specified event or at the conclusion of a specified project. Forced Ranking
Forced ranking systems direct managers to evaluate their employees' performance against other employees, rather than the more common (and often grade inflated) measure of evaluating performance against pre-determined standards. The result of such a process is often brutally blunt: The top 20 percent of performers are amply rewarded, and the bottom 10 percent are shown the door.
Freedom of association
The right to belong to a union. As protected by the Human Rights Act 1993.Functional job analysis
The preparation required for the construction of a job description. It is necessary to collect data on the job to be advertised.Goal Setting
The process of setting and assigning a set of specific and attainable goals to be met by an individual, group or organization.Good faith bargaining
A duty under Section 4 of the Employment Relations Act 2000 to conduct negotiations where two parties meet and confer at reasonable times with open minds and the intention of reaching an agreement. Grievance
A complaint brought by one party to an employment contract against another party.Group dynamics
The social manner in which people interact with each other within a group.Gross misconduct
An act committed by any personnel likely to lead to Summary Dismissal. Examples may be:HR Audit
A method by which human resources effectiveness can be assessed. Can be carried out internally or HR audit systems are available.Hawthorne Effect
A term produced as a result of an experiment conducted by Elton Mayo whereby he concluded that expressing concern for employees and treating them in a manner which full fill their basic human needs and wants will ultimately result in better performance.Hierarchy of needs
A psychology theory ascribed to Abraham H. Maslow in which he proposed that people will constantly seek to have their basic needs (sleep, food, water, shelter, etc.) fulfilled and that such needs ultimately determine behaviourHuman Capital
The collective knowledge, skills and abilities of an organization’s employees.Incentive pay
Additional compensation used to motivate and to reward employees for exceeding performance or productivity goals.Independent contractor
A person who works for him/herself but has a contract for services with another person/organization.Individual employment agreement
The legal relationship between an employee and employer.Induction
The process of introducing a new employee into the organization.Industrial relations
The study of theories and practices in the workplace relationship.Intangible rewards
Non-monetary re-enforcers such as praise given to an employee in recognition of a job well done, or a particular achievement.ISO 9000
Developed by the International organization for Standardization (ISO), it is a set of standards for quality management systems that is accepted around the world. Organizations that conform to these standards can receive ISO 9000 certification. The standard intended for quality management system assessment and registration is ISO 9001. The standards apply uniformly to organizations of any size or description.Job analysis
The preparatory stage for writing job descriptions.Job Description
A written description of a job which includes information regarding the general nature of the work to be performed, specific responsibilities and duties, and the employee characteristics required to perform the job.Job evaluation
Used for compensation planning purposes, it is the process of comparing a job with other jobs in an organization to determine an appropriate pay rate for the job.KPI’s
‘Knowledge, Skills and Abilities’ - Key Performance Indicators. Tasks that have been agreed between an employee and line manager/HR with an expectation that they will be completed satisfactorily in the time agreed or as an ongoing task.KSAs
Knowledge, skills and abilities – the personal attributes that a person has to have to perform the job requirements.Labour Market
A geographical or occupational area in which factors of supply and demand interact.Labour force participation
A rate at which the number of people in the labour force is divided by the number of people of working age x 100.Leadership Development
Formal and informal training and professional development programs designed for all management and executive level employees to assist them in developing the leadership skills and styles required to deal with a variety of situations.Legislation
Law emanating from Parliament in the form of Acts.LIFO
In the event of a redundancy situation occurring, the system of ‘last in first out’ is regarded as the most equitable method of choosing those who should be made redundant.Lump sum payment
A fixed negotiated payment which is not typically included in an employee’s annual salary, often times given in lieu of pay increases.Matrix organization
An organizational structure where employees report to more than one manager or supervisor.Mediation Services
The process of intervention by a specialist in an employment dispute. Provided under the Employment Relations Act 2000.Mentoring
A one-to-one process between an outside trainer and an employee, whereby the former will ‘train’ the latter. See also Coaching.Minimum wages
The lowest level of earnings of employees set by Government.Mission Statement
A statement illustrating who the company is, what the company does, and where the company is headed.Motivation
The reason(s) why a person works at a particular job and for a particular organization. Subject to various theories relating to the way they do things.Motivational theories
An attempt to explain how people are motivated, in the form of work behavior and performance.Myers-Briggs Type Indicator
A psychological test used to assess an individual personality type.Negotiation
The process of discussion with a view to mutual settlement usually by the means of a conference.Nepotism
Favouritism shown to relatives by individuals in a position of authority such as CEO’s, managers or supervisors.Observation interview
The process of observing employees while performing their respective jobs or tasks used to collect data regarding specific jobs or tasks.Onboarding
A relatively new term, it is more far reaching than historical orientation programs It links new employees with team members very early in the employment process and continuing after the traditional orientation program ends.OSH
Occupational health and safety – the law relating to the health and safety of personnel at work.Organizational Culture
A pattern that emerges from the interlocking system of the beliefs, values and behavioural expectations of all the members of an organization.Orientation
The introduction of employees to their jobs, co-workers, and the organization by providing them with information regarding such items as policies, procedures, company history, goals, culture, and work rules.Outplacement
A benefit offered by the employer to displaced employees which may consist of such services as job counselling, training, and job-finding assistance.Outsourcing
A contractual agreement between an employer and an external third party provider whereby the employer transfers responsibility and management for certain HR, benefit or training related functions or services to the external provider.Pareto chart
A bar graph used to rank in order of importance information such as causes or reasons for specific problems so that measures for process improvement can be established.Peer appraisal
A performance appraisal strategy whereby an employee is reviewed by his/her peers who have sufficient opportunity to examine the individual’s job performance.Performance Management
This is a process of identifying, evaluating and developing the work performance of employees in an organization, in order that organizational objectives are more effectively achieved and understood by employees.Performance Improvement
Performance Improvement Plan when you have identified a performance problem and are looking for ways to improve the performance of an employee. The Performance Improvement Plan plays an integral role in correcting performance discrepancies. It is a tool to monitor and measure the deficient work products, processes and/or behaviours of a particular employee in an effort to improve performance or modify behaviour.
Performance planning
A total approach to managing people and performance. Involving setting performance aims and expectations for the organization, departments and individuals employees.Personal grievance
A complaint brought by one party to an employment contract against another party.Probationary Arrangements
Where the parties to an employment agreement agree as part of the agreement that an employee will serve a period of probation or trial after the commencement of the employment.Quality management
The process or system of ensuring that a product or service should do what the user needs or wants and has a right to expect. There are five dimensions to quality, design, conformance, availability, safety and field use.Random Testing
Drug and alcohol tests administered by an employer which selects employees to be tested on a random basis.Recruitment
The process of bringing into an organization personnel who will possess the appropriate education, qualifications, skills and experience for the post offered.Redundancy
The act of dismissing an employee when that employee is surplus to the requirements of the organization.Replacement charts
A summarization in visual form the numbers of incumbents in each job or family of jobs, the number of current vacancies per job and the projected future vacancies. See Succession planning.Request for proposal (RFP)
A document an organization sends to a vendor inviting the vendor to submit a bid for a product or, service.Restrictive covenant
A contract clause requiring executives or other highly skilled employees to refrain from seeking and obtaining employment with competitor organizations in a specific geographical region and for a specified period of time.Return on investment (ROI)
A ratio of the benefit or profit derived from a specific investment compared to the cost of the investment itself.Right to manage
The ‘right’ of management to make decisions and to run an organization without interference from external or internal forces.Risk management
The use of insurance and other strategies in an effort to minimize an organization’s exposure to liability in the event a loss or injury occurs.Strategic HRM
The process of aligning human resources more closely to the strategic and operating objectives of the organization.Strategic Planning
The process of identifying an organization's long-term goals and objectives and then determining the best approach for achieving those goals and objectives.Succession planning
Involving identifying a potential candidate to replace core individual employees either known t be leaving the firm at some point in the future and/or whose sudden departure would pose a risk to the operation of the firm.Summary dismissal
The act of dismissing personnel immediately, usually because the person has committed some act of Gross Misconduct.Suspension
A form of disciplinary action resulting in an employee being sent home without pay for a specified period of time.Talent Management
Talent Management, often times referred to as Human Capital Management, is the process recruiting, managing, assessing, developing and maintaining an organization’s most important resource—it’s people!
Tangible rewards
Rewards which can be physically touched or held (i.e. a gift certificate, gifts in the form of merchandise, or a savings bond.)360-degree feedback
An appraisal process whereby an individual is rated on their performance by people who know something about their work. This can include direct reports, peers, managers, customers or clients; in fact anybody who is credible to the individual and is familiar with their work can be included in the feedback process. The individual usually completes a self-assessment exercise on their performance, which is also used in the process.Total Remuneration
The complete pay package awarded employees on an annual basis, including all forms of money, benefits, services, and in-kind payments.Training and development
A process dealing primarily with transferring or obtaining knowledge, attitudes and skills needed to carry out a specific activity or task.Training Needs Analysis
A method of analyzing how employee skill deficits can be addressed through current or future training and professional development programs, as well as determining the types of training/development programs required, and how to prioritize training/development.Turnover
Describes changes in the work force resulting from voluntary or involuntary resignations.Unions
Groups of workers who have formed incorporated associations relating to the type of work that they perform.Unjustifiable dismissal
The act of terminating an employee’s employment agreement for a reason that the Employment Relations Authority or Employment Court regards as unjustifiable.Wage curve
Depicts pay rates currently being paid for each job within a pay grade in relation with the rankings awarded to each job during the job evaluation process.Wage drift
The gap between the Collective Agreement rate and the rate actually paid. Evidence of geographical variations in wage levels.Whistle blower
Whistle blower protection is contained in the Protected Disclosures Act 2000. The Act provides protection to employees against retaliation for reporting illegal acts of employers. An employer may not rightfully retaliate in any way, such as discharging, demoting, suspending or harassing the whistle blower. Employer retaliation of any kind may result in the whistle blower bringing a personal grievance against the employer.Work-life Balance
Having a measure of control over when, where and how an individuals works, leading to their being able to enjoy an optimal quality of life. Work-life balance is achieved when an individual’s right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business and society.Absenteeism policy is a policy that provides guidance within an organization about how to manage the state of chronic absence from work.
For many small to midsize businesses, having an employee suddenly become disabled (because of an accident or an illness) can be somewhat daunting if it’s a new experience for the employer. These tips will help you accommodate disabled employees and welcome them back to work. They will also help you accommodate employees with longer term disabilities.
Acculturation is a socialization process by which new workers adjust to, and become part of, the corporate culture of their new company, office, department, etc.
Age discrimination is adverse work treatment of an employee based on a class or category that the employee belongs to – employees over age 40 - rather than on the employee's individual merit. Age discrimination is unlawful under the Age Discrimination in Employment Act (ADEA) of 1967.
An agile organization is able to quickly adapt to changing circumstances; it is ready for anything. It can respond instantaneously to changing customer demands. The agile organization innovates rapidly, and immediately tailors products and services to customer needs. Agility means nimble and quick.
Researching business technology can be a daunting task and finding a Human Resources Management System (HRMS), that meets the unique needs of your business and offers ease of acceptance by your employees, can present a challenge. To begin this process, I suggest exploring a Web-based HRMS solution, which avoids the pitfalls of a costly software purchase, internal IT involvement or a lengthy implementation process.
An applicant tracking system (ATS) works in conjunction with an online job application to track and manage applicants for your jobs online. Applicant tracking software allows the employer to deal with job applications and to manage the data collected from resumes. Most large corporations use applicant tracking software to manage the resume database created by online job applications at the company.
Base salary is a fixed amount of money paid to an employee by an employer in return for work performed. Base salary does not include benefits, bonuses or any other potential compensation from an employer. Base salary is paid, most frequently, in a bi-weekly pay check to an exempt or professional employee. In most years, an employee’s base salary is paid in 26 even pay checks over the court.
A behavioural interview attempts to determine if you have the behavioural characteristics that have been selected as necessary for success in a particular job. Behavioural interviews ask the candidate to pinpoint specific instances in which a specific behaviour was exhibited in the past. In the best behaviourally-based interviews, the candidate is unaware of the behaviour the interviewer is verifying.
Benefits are a form of compensation paid by employers to employees over and above the amount of pay specified as a base salary or hourly rate of pay. Benefits are a portion of a total compensation package for employees. A comprehensive, common set of benefits includes the following components.
Employers provide a package of additions to the base salary to employees. These benefits can include health insurance, dental insurance, life insurance, disability insurance, a severance package, tuition assistance, and more. On average, organizations spend 41 cents for benefits for every dollar of payroll. That’s 29 percent of the total employee compensation package.
Benefits are a form of compensation paid by employers to employees over and above the amount of pay specified as a base salary or hourly rate of pay. Benefits are a portion of a total compensation package for employees. A comprehensive, common set of benefits includes the following components.
Definition of bereavement policy for the human resources glossary of human resources related terms.
A bonus is compensation over and above the amount of pay specified as a base salary or hourly rate of pay. The base amount of compensation is specified in the employee offer letter, in the employee personnel file, or in a contract. A bonus can be distributed randomly as the company can afford to pay a bonus, or the amount of the bonus can be specified by contract.
Base salary is a fixed amount of money paid to an employee by an employer in return for work performed. Base salary does not include benefits, bonuses or any other potential compensation from an employer. Base salary is paid, most frequently, in a bi-weekly pay check to an exempt or professional employee. In most years, an employee’s base salary is paid in 26 even pay checks over the cour…
A behavioural interview attempts to determine if you have the behavioural characteristics that have been selected as necessary for success in a particular job. Behavioural interviews ask the candidate to pinpoint specific instances in which a specific behaviour was exhibited in the past. In the best behaviourally-based interviews, the candidate is unaware of the behaviour the interviewer is verifying.
Benefits are a form of compensation paid by employers to employees over and above the amount of pay specified as a base salary or hourly rate of pay. Benefits are a portion of a total compensation package for employees. A comprehensive, common set of benefits includes the following components.
Employers provide a package of additions to the base salary to employees. These benefits can include health insurance, dental insurance, life insurance, disability insurance, a severance package, tuition assistance, and more. On average, organizations spend 41 cents for benefits for every dollar of payroll. That’s 29 percent of the total employee compensation package.
Benefits are a form of compensation paid by employers to employees over and above the amount of pay specified as a base salary or hourly rate of pay. Benefits are a portion of a total compensation package for employees. A comprehensive, common set of benefits includes the following components.
Definition of bereavement policy for the human resources glossary of human resources related terms.
A bonus is compensation over and above the amount of pay specified as a base salary or hourly rate of pay. The base amount of compensation is specified in the employee offer letter, in the employee personnel file, or in a contract. A bonus can be distributed randomly as the company can afford to pay a bonus, or the amount of the bonus can be specified by contract.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) set forth regulations that give employees and their families, who lose their health benefits because of unemployment, the right to choose to continue group health benefits provided by their group health plan. These health care benefits may be extended for limited periods of time under certain circumstances according to the COBRA regulations.
A Code of Conduct is a written collection of the rules, principles, values, and employee expectations, behaviour, and relationships that an organization considers significant and believes are fundamental to their successful operation. A code of conduct enumerates those standards and values that make an organization remarkable and that enable it to stand out from similar organizations.
Compensation is the total amount of the monetary and non-monetary pay and benefits provided to an employee by an employer in return for work performed as required. Compensation is based on market research about the worth of similar jobs, employee contributions and accomplishments, and the availability of employees with like skills in the marketplace.
A confidentiality agreement is a written legal contract between an employer and employee. The confidentiality agreement lays out binding terms and conditions that prohibit the employee from disclosing company confidential and proprietary information. A confidentiality agreement is in effect for the duration of an employee’s employment and for a period of time following employment termination.
A conflict of interest arises in the workplace when an employee has competing interests or loyalties that either are, or potentially can be, at odds with each other. A conflict of interest causes an employee to experience a struggle between diverging interests, points of view, or allegiances. See examples of potential workplace conflicts of interest.
Counselling (work coaching) is providing day-to-day feedback to employees about areas in which their performance at work can improve.
Culture is made up of the values, beliefs, underlying assumptions, attitudes, and behaviours shared by a group of people. Culture is the behaviour that results when a group arrives at a set of - generally unspoken and unwritten - rules for working together. An organization’s culture is made up of all of the life experiences each employee brings to the organization.
You can only understand the concept of cultural fit when you consider it within the following framework that describes culture and how an organization's culture is formed. A potential employee may express and exhibit the characteristics, language, and values that exist within the current organizational culture - or not. The candidate whose values, beliefs, outlook and behaviour is congruent with those existing is likely to be a good cultural fit for the organization.
Discretionary energy is the energy that an employee chooses to exert in service to coworkers or customers at work - or not. An employer pays for the fundamental tasks that he hires an employee to perform. The employee's willingness to perform above and beyond the basic requirements of the job is a reflection of the employee's willingness to engage his or her discretionary energy.
Documentation is the written record of employee actions, discussion, performance coaching, witnessed policy violations, disciplinary action, positive contributions, reward and recognition, employee contributions, and more. Documentation allows the employer or employee to preserve a written record of the happenings and discussions that occurred around a specific event.
Downsizing means to reduce the number of employees in an organization. Downsizing or lay-offs reduce the size of a work force. Used sparingly, and with planning, downsizing can be an organizational lifesaver, but when layoffs are used repeatedly without a thoughtful strategy, downsizing can destroy an organization's effectiveness. Also known as reduction in force.
A work dress code is a set of standards that companies develop to help provide their employees with guidance about what is appropriate to wear to work. Work dress codes range from formal to business casual to casual. The formality of the workplace dress code is normally determined by the amount of interaction employees have with customers. Learn more about work dress codes.
The Company's objective, in establishing a business casual dress code, is to enable employees to project a professional, business-like image while experiencing the advantages of more casual and relaxed clothing. Business casual dress is the standard for this dress code which is described in detail in the Business Casual Dress Code policy.
In a drug-free workplace, the employer has taken steps and initiated policies to ensure that employees are not taking or using alcohol or drugs, selling drugs, or affected by the after effects of indulging in alcohol or drugs outside of the workplace. The goal of a drug-free workplace program is to encourage an employee with a substance abuse problem to seek treatment, recover, and return to work.
An employee furlough is mandatory time off work with no pay. Used as an alternative to a layoff, an employee furlough can occur in both public and private sector organizations when revenue or projected revenue fails to match expenses. Revenue is generated through product sales, grants, and governmental support and subsidies.
An employee handbook is a compilation of the policies, procedures, working conditions, and behavioural expectations that guide employee actions in a particular workplace. Employee handbooks generally also include information about the company, employee compensation and benefits, and additional terms and conditions of employment.
Employee involvement is creating an environment in which people have an impact on decisions and actions that affect their jobs. Employee involvement is not the goal nor is it a tool, as practiced in many organizations. Rather, employee involvement is a management and leadership philosophy about how people are most enabled to contribute. Find out more about employee involvement.
Employee of the Month is an organizational recognition that companies have used - both successfully - and unsuccessfully - for years. In some organizations, Employee of the Month is a joke, a popularity or take-turns contest for management fawning employees. In others, Employee of the Month is cherished. With so many forms of employee recognition available, why pursue Employee of the Month?
Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Employee satisfaction is often measured by anonymous surveys administered periodically that gauge employee satisfaction in areas such as management and teamwork.
An employee is an individual who was hired by an employer to do a specific job. The employee is hired by the employer after an application and interview process results in his or her selection as an employee. Each employee has a specific job to accomplish that is often defined by a job description.
At will employment describes the employment relationship between employers and employees in almost every state. At will employment means that the Company does not offer tenured or guaranteed employment for any period of time. In at will employment either the Company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice.
An employment contract is a written legal document lays out the terms and conditions of employment between an employee and an employer. An employment contract generally covers salary, benefits, paid holidays, paid vacation, paid time off (PTO), bonus potential, profit sharing, details of employment termination including reasons, severance package, and notice. An employment contract is written most frequently for high level jobs and by senior employees.
The Employment Eligibility Verification (I-9) is the form that is required by the Department of Homeland Security U.S. Citizenship and Immigration Services to document eligibility for employment in the United States. All employees, citizens and noncitizens, hired after November 6, 1986, must complete Section 1 of this form at the time of hire, which is the actual beginning of employment.
An employment gap is a period of months or years when the job applicant was not employed at a job. Employees choose to spend time unemployed for purposes such as attending school full time and having and raising children. Employment gaps also occur for involuntary reasons such as layoffs and downsizing, serving time in prison, or employment termination for cause.
All employment reference check inquiries from current or former employees, prospective employers of current or former employees or other organizations should be directed to Human Resources for an official company response. Under no circumstances is any other employee authorized to provide a written or official employment reference.
An employment verification is a response to an inquiry by a prospective employer, a government agency, or an outside entity, such as a lending institution, that the current or former employee is or was employed by your organization. Learn about employment verification.
Equal employment opportunity (EEO) laws make it illegal for employers to discriminate against an employee or potential employee in certain workplaces. The Equal Employment Opportunity Commission (EEOC), which was created by the Civil Rights Act of 1964, is the federal agency that has the responsibility to handle discrimination complaints.
Executive compensation is often different than compensation for lower-level employees, and often includes a base salary, long-term incentives, bonuses, benefits, and perquisites. The combination of salary, incentives, and bonuses is often referred to as Total Cash Compensation (TCC).
An exempt employee is an employee who, because of his or her positional duties and responsibilities and level of decision making authority is exempt from the overtime provisions of the Fair Labour Standards Act (FLSA).
Feedback is information to another person about the impact of their actions on a person, situation, or activity. Effective feedback is specific, timely, and focuses on a specific behaviour.
Interested in hearing about how others view your work? Make it easy for them to tell you. If they think you'll appreciatively consider their feedback, you'll get lots more. And, that is good - really.
A flexible schedule allows an employee to work hours that differ from the normal company start and stop time. Particularly in an environment for exempt employees, those hours are generally 8 a.m. to 5 p.m. or 9 a.m. to 6 p.m. A flexible schedule involves either a compressed work week or flexible starting and stopping times. A flexible schedule is one of the benefits most appreciated by employees.
Health care premiums continue to increase and employers are shifting part of insurance costs to employees. Or, employers are not offering comprehensive health care benefits because of their cost. To help offset the sting associated with these higher costs to both employers and employees, some employers are implementing Health Care Flexible Spending Accounts (FSAs). Learn more about the benefits.
Employers have a legal obligation to provide a safe, disease-free workplace for employees. Consequently, you need to take proactive steps to prevent the potential spread of any contagious disease, including Swine Flu H1N1, in your workplace. Employers also need to address business continuity in the event that a Swine Flu H1N1 outbreak affects the ability of your employees to come to work.
The Fair Labour Standards Act (FLSA) does not define full time employee or part time employee. What is counted as a full time employee is generally defined by the employer by policy. The definition of a full time employee is published in the employee handbook.
An employee furlough is mandatory time off work with no pay. Used as an alternative to a layoff, an employee furlough can occur in both public and private sector organizations when revenue or projected revenue fails to match expenses. Revenue is generated through product sales, grants, and governmental support and subsidies.
Wage garnishment is a legal procedure in which a person’s earnings are required by court order to be withheld by an employer for the payment of a debt such as child support.
Generation Xers are people born between 1965 and 1976 – 1980, depending on the source. Gen Xers are independent, enjoy Informality, are entrepreneurial, and seek emotional maturity. They are the core of your current workforce. Learn about Gen-Xers.
A gift policy provides guidance to company employees about what is and isn’t appropriate to accept as a present, offering, advertisement, award, or token of appreciation from a customer, vendor, supplier, potential employee, or potential vendor or supplier. The gift policy states whether employees are allowed to accept gifts both within and outside of work premises.
Goals are objectives, targets, purposes, intentions and plans that you intend to achieve. You set your goals to inspire yourself to further success and achievement. Goals are most powerful when they are written and regularly reviewed. Find out more about goals.
Once upon a time, in a business world that seems remote, SMART goals (specific, measurable, achievable, relevant and time-based) were enough to support business success. No more. Goal setting is the foundation for success. It is time, however, in today's business environment, to expand the meaning of SMART goals. And, perhaps, one word per letter is no longer enough to define a useful acronym.
An employee handbook is a compilation of the policies, procedures, working conditions, and behavioural expectations that guide employee actions in a particular workplace. Employee handbooks generally also include information about the company, employee compensation and benefits, and additional terms and conditions of employment.
Health care premiums continue to increase and employers are shifting part of insurance costs to employees. Or, employers are not offering comprehensive health care benefits because of their cost. To help offset the sting associated with these higher costs to both employers and employees, some employers are implementing Health Care Flexible Spending Accounts (FSAs). Learn more about the benefits.
in a hiring freeze, an employer decides to stop hiring employees for all non-essential positions. A hiring freeze allows an employer to consolidate current employees and potentially restructure departments, to complete the work that is essential for serving the customers of the business.
Benefits are a form of compensation paid by employers to employees over and above the amount of pay specified as a base salary or hourly rate of pay. Benefits are a portion of a total compensation package for employees. A comprehensive, common set of benefits includes the following components.
A human resource is a person or employee who staffs and operates a function within your organization. Read the definition of a Human Resource.
The Human Resources Command is a field agency under the Office of the Deputy Chief of Staff for Personnel. The Human Resources Command is responsible for U.S. Army Human Resources programs, processes, and services. The advantage to the combined Human Resources Command is that it enables every soldier in the U.S. Army to manage their entire career from basic training until retirement and later through one office.
Departments are the entity organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organization's goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales. But, a department can be organized in any way that makes sense for the customer.
Human Resource Development is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, succession planning, key employee identification, and organization development.
An independent contractor is a person or a business that performs services, produces a particular outcome, or produces a product for a person or a business under a written or implied agreement or contract.
New employee orientation is the process for welcoming a new employee into your organization. New employee orientation, often spearheaded by a meeting with the Human Resources department, generally contains information about safety, the work environment, the new job description, benefits and eligibility, company culture, company history, and anything else relevant to working in the new company.
Informational interviews allow people who are interested in a particular career field, job, company, or industry to interview (talk with) a person who is currently, successfully employed in a job in their field of interest. People who request informational interviews want to know about the job, career, industry or company from the perspective of an insider. They want information about real life e…
The Employment Eligibility Verification (I-9) is the form that is required by the Department of Homeland Security - U.S. Citizenship and Immigration Services to document eligibility for employment in the United States. All employees, citizens and noncitizens, hired after November 6, 1986, must complete Section 1 of this form at the time of hire, the actual beginning of employment.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) set forth regulations that give employees and their families, who lose their health benefits because of unemployment, the right to choose to continue group health benefits provided by their group health plan. These health care benefits may be extended for limited periods of time under certain circumstances.
The IRS mileage reimbursement rate is an optional rate, recommended by the Internal Revenue Service in the U.S., that is used to calculate the deductible costs of operating an automobile for business, medical, charitable, or moving purposes. The IRS mileage reimbursement rate is adjusted depending on the IRS-determined cost of operating a motor vehicle.
There are screening interviews and hiring or selection interviews. Screening interviews qualify a candidate before he meets with a hiring authority for possible selection. Hiring interviews allow the employer to assess the fit of the candidate. The candidate also interviews the employer for job suitability. Most of these interviews take place in an office setting one-on-one or in a small group.
The job interview is a powerful factor in the employee selection process in most organizations. While the job interview may not deserve all the attention that the job interview receives, it is still a powerful force in hiring. Other background checking and work history references provide much less personalized and more factual information.
A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis.
The job or employment application is the official form that employers ask all applicants for a position to fill out. The job application provides a consistent format with the same questions that must be answered by each person who applies for your open position. The job application is a legally defensible listing of your job applicant’s employment history, educational background, degrees.
Job descriptions are written statements that describe the duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications of candidates, and the reporting relationship of a particular job.
In the past, HR staff have been associated with the administrative functions of an organization, such as benefits and payroll or recruiting, interviewing, and hiring new employees. Today's human resources workers juggle these tasks and, increasingly, consult top executives regarding strategic planning.
Effectively developed, job descriptions are communication tools that are significant in your organization's success. Poorly written job descriptions, on the other hand, add to workplace confusion and hurt communication. Here's why effective job descriptions are so important.
A job offer letter is a document that confirms the details of an offer of employment. The job offer letter includes details such as job description, reporting relationship, salary, bonus potential, benefits, and more. The job offer letter generally confirms the terms.
A job share occurs when two employees cooperatively share the same job. There are advantages, disadvantages, challenges, and opportunities when employees job share. As an employer, a job share can benefit both the employee and you. Find out how.
A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing a particular job. The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a particular job. Learn more about the job specification.
Job titles are official names or designations for the title of an employee performing a specific job. Job titles designate a specific role, in a specific job, that has a particular status, at a particular level in the hierarchy of an organization. Find out more about job titles.
Knowledge Management
Knowledge Management is the engine that transforms ideas into business value. Knowledge management is the systematic process for acquiring, creating, synthesizing, sharing and using information, insights and experiences to achieve organizational goals.
The US Department of Labour (DOL) is a federal agency that promotes the best interests of wage earners, job searchers, and retirees by: “improving their working conditions, advancing their opportunities for profitable employment, protecting their retirement and health care benefits, helping employers find workers, strengthening free collective bargaining, and tracking changes in employment…”
Peter Senge defined the learning organization. He said they were “organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together.”
A leave of absence is time away from work, generally requested by an employee, to cover unusual circumstances occurring in the employee’s life. The leave of absence is used when the employee’s time off from work is not covered under an employer’s existing benefits such as sick pay, paid vacation, paid holidays, and paid personal time off.
Definitions for a letter of resignation or a resignation letter for the human resources glossary of human resources related terms.
A love contract policy is a document signed by the two employees in a consensual dating relationship that declares that the relationship is by consent. Additionally, organizations may include guidelines on behaviour appropriate at work from the dating couple. The contracts generally make arbitration the only grievance process available to the participants in the office romance. Love contracts eliminate the possibility of a later sexual harassment lawsuit when the relationship ends.
Managing human resources refers to the functions that a manager performs relative to the organization's employees. Managing human resources includes, but is not limited to these functions. Learn more about managing human resources.
The Medicare tax is a payroll tax that must be withheld from an employee's pay check by an employer. The Medicare tax is one part of the employer's obligation to withhold FICA taxes which also include social security taxes. Employers pay a matching percentage of FICA taxes. Self-employed individuals pay the whole amount of Medicare and social security taxes.
Mentoring is a formal or informal relationship established between an experienced, knowledgeable employee and an inexperienced or new employee. The purpose of mentoring is to help the new employee quickly absorb the organization’s cultural and social norms. Mentoring assists an employee, new to a job or responsibility, to quickly learn what they need to know to succeed in their job and role.
The IRS mileage reimbursement rate is an optional rate, recommended by the Internal Revenue Service in the U.S. that is used to calculate the deductible costs of operating an automobile for business, medical, charitable, or moving purposes. The IRS mileage reimbursement rate is adjusted depending on the IRS-determined cost of operating a motor vehicle.
The millennials joining your workforce now were born between 1980 and 2000. Unlike the Gen-Xers and the Boomers, the Millennials have developed work characteristics and tendencies from doting parents, structured lives, and contact with diverse people. Learn more about millennials.
The federal minimum wage for covered nonexempt employees is $5.15 an hour. The federal minimum wage provisions are contained in the Fair Labor Standards Act (FLSA). Many states also have minimum wage laws.
A mission is what an organization does.
Mission or Purpose is a precise description of what an organization does. It should describe the business the organization is in. It is a definition of “why” the organization exists currently.
Mobility indicates a worker's ability to physically move around freely in the workplace to accomplish work. Mobility also refers to a worker's ability to take advantage of various job opportunities, including the ability to relocate, move to a superior job position, commute a particular distance to work daily, or change positions due to family and civic responsibilities.
The National Labor Relations Board (NLRB) is a federal government agency, founded by Congress in 1935. The primary responsibility of the NLRB is to administer the National Labour Relations Act. The Act is the main law governing relationships between unions and private sector employers.. The Act guarantees the right of employees to organize and bargain collectively with their employers.
Negativity is the feeling and expressing of unhappiness, anger, frustration, or upset to other employees in your workplace; it is often accompanied by resistance. According to Gary S. Topchik, author of Managing Workplace Negativity, negativity is often the result of a loss of confidence, control, or community. Knowing what people are negative about is the first step in solving the problem.
Networking is building a web of interpersonal relationships for mutually beneficial purposes such as business referrals, customer acquisition, complementary product offerings, and sharing information. Networking means establishing, maintaining and utilizing contacts made for purposes beyond the reason for the initial contact.
New employee orientation is the process for welcoming a new employee into your organization. New employee orientation, often spearheaded by a meeting with the Human Resources department, generally contains information about safety, the work environment, the new job description, benefits and eligibility, company culture, company history, and anything else relevant to working in the new company.
Non compete agreement is a written legal contract between an employer and employee. The non compete agreement lays out binding terms and conditions about the employee’s ability to work in the same industry and with competing organizations upon employment termination from the current employer. Generally, the non-compete agreement states that the employee may not work for a competing firm for six months to two years following employment ending.
A non disclosure agreement is a written legal contract between an employer and employee. The non disclosure agreement lays out binding terms and conditions that prohibit the employee from disclosing company confidential and proprietary information. A non disclosure agreement is in effect for the duration of an employee’s employment and for a period of time following employment termination.
A non-exempt employee is an employee who, because of the type of duties performed, the usual level of decision making authority, and the method of compensation, is subject to all FLSA provisions.
The Occupational Outlook Handbook is a nationally recognized source of career and job information, designed to provide valuable assistance to individuals making decisions about their future work lives.
An open door policy means, literally, that every manager's door is open to every employee. The purpose of an open door policy is to encourage open communication, feedback, and discussion about any matter of importance to an employee.
Optimism is the propensity to look at the bright side of any situation and expect the best possible outcome from any series of events.
An organizational chart is a visual communication tool. The organizational chart allows employees and other stakeholders to see the reporting relationships in an organization. The organizational chart is a reflection of your organization’s culture.
Culture is made up of the values, beliefs, underlying assumptions, attitudes, and behaviours shared by a group of people. Culture is the behaviour that results when a group arrives at a set of - generally unspoken and unwritten - rules for working together. An organization’s culture is made up of all of the life experiences each employee brings to the organization.
New employee orientation is the process for welcoming a new employee into your organization. New employee orientation, often spearheaded by a meeting with the Human Resources department, generally contains information about safety, the work environment, the new job description, benefits and eligibility, company culture, company history, and anything else relevant to working in the new company.
Outsourcing is paying a second party to perform one or more of your internal processes or functions. Business process outsourcing of certain functions is an increasingly popular way to improve basic services while allowing HR professionals time to play a more strategic role in their organizations. Frequently outsourced: payroll, 401(k) administration, employee assistance, and retirement planning.
Overtime is considered to be hours that a non exempt employee works over 40 hours during a work week. Learn more about overtime.
Benefits are a form of compensation paid by employers to employees over and above the amount of pay specified as a base salary or hourly rate of pay. Benefits are a portion of a total compensation package for employees. A comprehensive, common set of benefits includes the following components.
Paid sick days are time off from work that an organization voluntarily provides employees as a benefit. The number of paid sick days is often accrued by employees based on years of service to the organization and the level of their position. Other companies, however, keep paid sick days simple - every employee receives the same number of paid sick days.
Definition of the paid time off approach to employee vacation, sick days, and personal days for the human resources glossary of human resources related terms. Paid time off has advantages and disadvantages that are explored in this definition of paid time off.
Paid vacation days are time off work an organization provides employees as a benefit. The number of paid vacation days is generally accrued by employees based on years of service to the organization.
The Fair Labour Standards Act (FLSA) does not define what constitutes a part time employee. What is counted as a part time employee is generally defined by the employer by policy. The definition of a part time employee is generally published in the employee handbook.
A pay check is a check issued by an employer in order to satisfy the compensation commitment the employer has with the employee. The pay check is most frequently issued by the employer, every two weeks, but some employers issue the pay check weekly or monthly. The average employee receives 26 pay checks a year.
Pay grade is a step within a compensation system that defines the amount of pay an employee will receive. Pay grade is generally defined by the level of the responsibilities performed within the job description of the position and the length of time the employee has performed the job. Occasionally, the horizontal axis is related to the performance of the employee as well as the length of the employee’s service. The vertical steps in a pay grade chart refer to the level of the responsibilities.
The Performance Improvement Plan (PIP) is designed to facilitate constructive discussion between a staff member and his or her supervisor and to clarify the work performance to be improved.
Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization.
Quality is a measure of excellence; quality defines desirable characteristics of a product, a process, or a service.
Recognition is providing attention or favorable notice to another person. Recognition can be written, verbal, or monetary. In the workplace, the second purpose for employee recognition is to communicate and reinforce the behaviors and actions you'd like to see the employee do more often.
Recruiters are employed by a company for the purpose of finding and qualifying new employees for the organization. Third party recruiters are subcontracted to by a company for the same purpose. Several different types of third party recruiters exist, but the main difference between them lies in how they are compensated, up front or by a company-paid percentage of the hired person's first year pay.
To find and take on or hire a new employee.
Recruitment is the process of finding candidates, reviewing applicant credentials, screening potential employees, and selecting employees for an organization. Effective recruitment results in an organization hiring employees who are skilled, experienced, and good fits with your corporate culture. Recruitment methods should ensure engaged employees who are loyal to your organization.
References are people who are familiar with some aspect of your life and are willing to share what they know with another person to derive a benefit for you. A reference also refers to the content of the information that another person is willing to share about you. References are checked by potential employers, financial institutions, professional associations, clients and customers, and any org…
References are people who are familiar with some aspect of your life and are willing to share what they know with another person to derive a benefit for you. A reference also refers to the content of the information that another person is willing to share about you. References are checked by potential employers, financial institutions, professional associations, clients and customers, and any organisation.
Religious discrimination is prohibited by Title VII of the Civil Rights Act of l964. According to this Act, religious discrimination by the employer is forbidden in hiring, firing, and other terms and conditions of employment. The Act also requires employers to reasonably accommodate the religious practices of an employee or prospective employee.
Definitions for a letter of resignation or a resignation letter for the human resources glossary of human resources related terms.
Everybody needs a little respect. You know when you have respect. You know when you don’t. But what is respect really? And, how is respect demonstrated at work? You can demonstrate respect with simple, yet powerful actions.
A resume is a document that provides a potential employer with a detailed statement of your prior work experience, education, and accomplishments. The resume often supplies an employment objective; a summary of skills, knowledge, and potential contributions; a summary of civic, professional, and philanthropic volunteer work; a list of certifications; and mention of any additional, relevant course.
The cover letter is the customized, business letter that accompanies the resume when a candidate applies for a position with your company. Job search experts tell applicants to target the cover letter contents to the position you have advertised. Applicants are also advised to match their skills and experience clearly to the stated requirements of the position you seek to fill.
Salary is a fixed amount of money or compensation paid to an employee by an employer in return for work performed. Salary is paid, most frequently, in a bi-weekly pay check to an expert or professional employee. In most years, an employee’s salary is paid in 26 even pay checks over the course of the year.
Salary negotiation is the process whereby the employer and the potential employee reach agreement on the terms and conditions of employment. A salary negotiation generally starts with an offer from the employer. The potential employee can accept the offer or choose to negotiate details of the offer, usually by a deadline stated by the employer. Find out more about salary negotiation.
Salary range is the range of pay that has been established to be paid to employees performing a particular job or function. Salary range generally has a minimum pay rate, a maximum pay rate, and a series of mid-range opportunities for pay increases. The salary range is determined by market pay rates, established through market pay studies, for people doing similar work in similar industries.
Screening interviews are used to qualify a candidate before he or she meets with a hiring authority for possible selection. Screening interviews are usually quick, efficient and low cost strategies that result in a short list of qualified candidates. These interviews save time and money by eliminating unqualified candidates via phone or email.
Want to encourage more participation in performance evaluation and career planning from employees? Does your company use a traditional performance appraisal system? Or, does your company pursue a forward thinking performance management process? Whatever method your company uses for employee performance development, consider making an employee self evaluation an integral component in the process.
You can create a work environment and supervisory interactions which encourage the people you employ to develop and practice self-discipline. When people practice self-discipline, they control their own behaviour.
Severance pay is money that an employer might want to provide for an employee who is leaving their employ. Normal circumstances that might warrant severance pay include layoffs, job elimination, and mutual agreement to part ways for whatever reason. Severance pay usually amounts to a week or two of pay for each year of service to the company. In some instances, a severance package might include extended benefits and outplacement assistance.
Sexual harassment occurs when one employee makes continued, unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature, to another employee, against his or her wishes.
When an employee complaints of sexual or other harassment in your workplace, take the charge seriously and investigate. Here are the steps in a sexual harassment investigation.
Telecommuting or working from home is a flexible work arrangement that enables an employee, a consultant, or a contractor, to work distantly from the employer all or part of the time. Learn more about telecommuting.
Temporary employees are hired to assist employers to meet business demands yet allow the employer to avoid the cost of hiring a regular employee. Sometimes, it is the expectation of the employer that if the temporary employee is successful, the temporary employee will be hired.
360 degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, co-workers and customers.
In a culture of trust, transparent communication forms a foundation for building relationships. Trust "is the state of readiness for unguarded interaction with someone or something," according to Duane Tway. He developed a model of trust that includes three components. He calls trust a construct because it is "constructed" of these three components: "the capacity for trusting, the perception of c…
Dr, Duane C. Tway defines trust as, “the state of readiness for unguarded interaction with someone or something.
Tuition assistance is an employer-provided employee benefit that is a win-win for your workplace. In a tuition assistance program, an employer pays all or part of an employee's cost to attend college or university classes.
Unemployment compensation was created by the Social Security Act of 1935 to protect workers who became unemployed through no fault of their own. The federal government provides incentives and guidelines to the states about unemployment compensation, but each state is responsible for its own guidelines and program for unemployment compensation.
The U.S. Department of Labour (DOL) is the federal agency charged with promoting the best interests of wage earners, job searchers, and retirees. The DOL does this by: “improving their working conditions, advancing their opportunities for profitable employment, protecting their retirement and health care benefits, helping employers find workers, strengthening free collective bargaining, and tracking changes in employment, prices, and other national economic measurements.”
Paid vacation days are time off work an organization provides employees as a benefit. The number of paid vacation days is generally accrued by employees based on years of service to the organization.
Variable pay is used generally to recognize and reward employee contribution toward company productivity, profitability, team work, safety, quality, or some other metric deemed important. Variable pay changes depending upon the circumstances.
Employees fill out Form W-4 to determine the appropriate amount of federal income tax that an employer should withhold from each pay check so that your tax liability is covered. Employees should consider filling out a new Form W-4 annually so that the amount of federal income tax withheld is correct.
Wage garnishment is a legal procedure in which a person’s earnings are required by court order to be withheld by an employer for the payment of a debt such as child support.
The Worker Adjustment and Retraining Notification Act (WARN Act) offers: "protection to workers, their families and communities by requiring employers to provide notice 60 days in advance of covered plant closings and covered mass layoffs. This notice must be provided to either affected workers or their representatives (e.g., a labour union); to the State dislocated worker unit; and to the appropriate unit of local government." The WARN Act requires 60 days notice to stakeholders.
Coaching (work coaching) is a method used by managers and supervisors to provide positive or constructive feedback to employees to help them continue excellent performance or identify ways to improve performance.
Work sharing is an Unemployment Insurance (UI) program that allows an employer to reduce the number of hours an employee works during a week while unemployment compensation makes up some of the difference in income. So, if a company is experiencing less demand for its products and consequently fewer sales and down revenue, it can submit a plan requesting work sharing to UI to cushion the reduced hours for its employees.
Work-life balance supports the efforts of employees to split their time and energy between work and the other important aspects of life. Work-life balance is a daily effort to make time for family, friends, community participation, spirituality, personal growth, self care, and other activities, in addition to the demands of the workplace. Work-life balance is assisted by employers who institute policies, procedures, actions, and expectations that enable employees to easily pursue balanced lives.
Workers' compensation laws make certain that an employee who is injured as a result of an accident on the job or who contracts a disease as a result of performing his or her job, will receive compensation and medical benefits. Every state requires that employers purchase workers' compensation insurance to ensure that employees, who are affected by illness or injury, and their dependants, are protected against significant hardships in case of injury, illness, or death.
Generation Xers are people born between 1965 and 1976 – 1980, depending on the source. Gen Xers are independent, enjoy Informality, are entrepreneurial, and seek emotional maturity. They are the core of your current workforce.
Yuppies are young, upwardly mobile, urban professionals. Yuppies are young, successful professionals focused on making money and buying expensive items such as cars, up-to-the- minute cooking gadgets, electronic gear, and chef toys.
Zero-base budgeting does not use the previous year's budget or expenses in setting a new budget, since the company’s circumstances and finances may have changed. When building a budget from a zero base, every expense must be justified.
MOST FREQUENTLY ASKED QUESTIONS
| Answer in about two minutes. Avoid details, do not t ramble. Touch on these four areas: § How many years, doing what function § Education credentials § Major responsibility and accomplishments § Personal summary of work style (plus career goals if applicable) Prepare in advance using this formula:
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| Yes. Be prepared with two or three extra copies. Do not offer them unless you’re asked for one. |
| Research the target company before the interview. Basic research is the only way to prepare for this question. Do your homework, and you’ll score big on this question. Talk about products, services, history and people, especially any friends that work there. “But I would love to know more, particularly from your point of view. Do we have time to cover that now? |
| Pre-interview research and PPR Career will help you here. Try to cite experience relevant to the company’s concerns. Also, try answering this questions with a question: “Are you looking for overall experience or experience in some specific area of special interest to you?” Let the interviewer’s response guide your answer. |
(Is this person mature and self aware?) | Be prepared to define success, and then respond (consistent record of responsibility) |
| Give one or two accomplishment statements |
| Refer to positive aspects of the job, advancement opportunities, and what you learned. |
| Give only one, and tell how you have corrected or plan to correct your work. |
| Be consistent with what you think the boss would say. Position the weakness in a positive way (refer to #12) |
| Keep your answer short and relevant to the job and the organization’s culture. |
| Present three. Relate them to that particular company and job opening. |
| Don’t say you have one, but give one that is really a “positive in disguise.” I am sometimes impatient and do to much work myself when we are working against tight deadlines.” Or “I compliment and praise my staff, but feel I can improve.” |
(Is the person motivated? What are his/her values, attitudes? Is there a fit?) | Emphasize your best and favorite subjects. If grades were average, talk about leadership or jobs you took to finance your education. Talk about extra-curricular activities (clubs, sports, volunteer work) |
| Refer to your satisfiers for likes. Be careful with dislikes, give only one (if any) and make it brief. Refuse to answer negatively. Respond that you “like everything about my current position and have acquired and developed a great many skills, but I’m now ready for a new set of challenges and greater responsibilities.” |
| Flip this one over. Despite the question, the employer isn’t really interested in what you are looking for. He’s interested in what he is looking for. Address his interests, rather than yours. Use words like “contribute,” “enhance,” “improve,” and “team environment.” Fit your answer to their needs Relate your preferences and satisfiers/dissatisfiers to the job opening. |
| “Not long, because of my experience, transferable skills and ability to learn.” |
| “As long as I feel that I’m contributing, and that my contribution is recognized. I’m looking to make a long term commitment.” |
| If you want to supervise, say so, and be enthusiastic. |
| “To grow and develop professionally, to help others develop, to build a team and to share what I have learned.” |
| “Getting things planned and done through others and dealing with different personalities.” Show how you have done this in the past. |
| Let’s assume the interviewer has a point here. That doesn’t mean you have to agree with the negative terms of the question. Answer: “What I like about my present position is that it’s both stable and challenging. But it’s true that I’ve grown about as much as I can in my current position. (This response also turns the issue of salary on its head, transforming it from What more can I get? to What more can I offer?) |
| Never answer with negative reasons, even if they are true. However, some companies have financial problems which may preclude you from staying with them. Frame your answer positively by answering why you want to move to the target company instead of why you left or want to leave your most recent job. For example, instead of answering, “I don’t get enough challenges at [company],” respond, “I am eager to take on more challenges, and I believe I will find them at [hiring company]. ”I’m not unhappy (at my present employer). However, this opportunity seems to be particularly interesting and I am interested in pursuing it further. Never personalize or be negative. Keep it short, give a “group” answer (e.g. our office is closing, the whole organization is being reduced in size). Stick to one response; don’t change answers during the interview. When applicable; best response is: I was not on the market when PPR Career contacted me and explained what you are doing, it peaked my interest. |
| Team work is the key. |
| Be positive. Refer to the valuable experience you have gained. Don’t mention negatives. |
| Be aware of what the job requires and position your answer in that context. In many cases it would be both. |
| Use this question as a chance to show that you are a team player: “The only people I have trouble with are those who aren’t team players, who just don’t perform, who complain constantly, and who fail to respond to any efforts to motivate them.” The interviewer is expecting a response focused on personality and personal dislikes. Surprise her by delivering an answer that reflects company values. |
| Refer to your strengths and skills. |
| If you like him or her, say so and tell why. If you don’t like him or her, find something positive to say. |
| Explain how this size or type of company works well for you, using examples from the past if possible. |
| Refer to job preferences. Say that this job and this company are very close to what best suits you. |
| You feel you can help achieve the companies objectives, especially in the short run. You like what you’ve learned about the company, its policies, goals and management: “I’ve researched the company and people tell me it’s a good place to work.” |
| Think this through. Your answer should be compatible with accepted norms. |
| Talk about formal courses and training programs. |
| Again, choose your words carefully. Don’t be negative. Say that no company is perfect, it had both strengths and weaknesses. |
(Does the person match job and criteria?) | “As many hours as it takes to get the job done.” |
| Relate past success in accomplishing the objectives which are similar to those of the prospective employer. |
| Give examples from accomplishments. |
| Draw from your successes. Yes, my people like and respect me personally and professionally. They often comment on how much they learn and develop under my supervision. |
| If you haven’t, say so, but add that you could do it, if necessary. |
| Refer to accomplishments. |
| Refer to accomplishments. If you haven’t had budget responsibility, say so, but refer to an accomplishment that demonstrates the same skill. |
| Remember, you’re talking to a prospective employer, not your best friend. Don’t dredge up a catastrophe that resulted in a personal or corporate failure. Be ready for this question by thinking of a story that has a happy ending – happy for you and your company. Never digress into personal or family difficulties, and don’t talk about problems you’ve had with supervisors or peers. You might discuss a difficult situation with a subordinate, provided that the issues were resolved inventively and to everyone’s satisfaction. |
| Refer to accomplishments. Everyone has had a few of these pressure situations in a career. Behavior-related questions aim at assessing a candidate’s character, attitude, and personality traits by asking for an account of how the candidate handled certain challenging situations. Plan for such questions by making a list of the desirable traits relevant to the needs of the industry or prospective employer and by preparing some job-related stories about your experience that demonstrate a range of those traits and habits of conduct. Before answering the questions, listen carefully and ask any clarifying questions you think necessary. Tell your story and conclude by explaining what you intended your story to illustrate. Finally, ask for feedback: “Does this tell you what you need to know?” |
| Rejection is part of business. People don’t always buy what you sell. The tick here is to separate rejection of your product from rejection of yourself: “I see rejection as an opportunity. I learn from it. When a customer takes a pass, I ask him what we could do to the product, price or service to make it possible for him to say yes. Don’t get me wrong: You’ve got to makes sales. But rejection is valuable, too. It’s a good teacher.” |
| Refer to accomplishments |
| Refer to accomplishments. |
| Draw examples from accomplishments. |
| Talk first about doing the job for which you are applying. Your career goals should mesh with the hiring company goals. |
| Just say you wish to exceed objectives so well that you will be on a promotable track. |
(How does the person handle stress? What is their confidence level?) | Refer back to question #48 on goals. |
| This may sound suspicious, negative, or just plain harsh. Actually, it’s a call for help. The employer wants you to help him/her hire you. Keep your response brief. Recap any job requirements the interviewer may have mentioned earlier in the interview, then, point by point, match your skills, abilities and qualifications to those items. Relate a past experience which represents success in achieving objectives which may be similar to those of the prospective employer. |
| “A strong company needs a strong person.” An employer will get faster return on investment because you have more experience than required. |
| “Finding the right job takes time. I’m not looking for just any job.” |
| No need to be self-revealing. “Hindsight is 20/20; everyone would make some changes, but I’ve learned and grown from all my decisions.” |
| Be careful. If you don’t know the market value, return the question by saying that you would expect a fair salary based on the job responsibilities, your experience and skills and the market value of the job. Express your interest in the job because it fits your career goals – Receptive to a reasonable and competitive offer – don’t talk $’s. It’s always best to put off discussing salary and let PPR Career handle that. ANSWER: I’m open to a competitive offer. I’d prefer to discuss the opportunity and allow my recruiter to handle any salary questions. |
Questions asked in HR Interview / Personal Interview |
A list of all possible HR Interview Questions can be found in this article. It is very important we prepare to answer these HR round related interview questions. |
Tell me something about yourself? |
This is the most common and very first question usually asked in any interview. When you answer this question you usually have to tell about the following: Educational Qualifications: When you talk about educational qualifications, don't talk about percentages unless they are very good. If you have made any achievements like topping college academics or secured a gold medal make sure you tell about it. Family Background: Do not spend too much of time here. Let the interviewer know your father's and mother's profession and how many siblings you have. Hobbies/Interests: This is very important section and be prepared for follow up questions. If you say my hobby is reading books. Interviewer might ask a follow up question like, what type of books you usually read. If you say I read fiction books. The interviewer might ask you, Who is your favourite author. So be very careful when you are making up hobbies. It is better if your hobbies add value for the type of job you are doing. For example if you are going for a software engineer interview, you can say browsing internet as one of the hobby. If a software engineer has good browsing skills he might find solutions online quickly and solve the problem at hand in less time. When you say browing as one of your hobby, be prepared for the follow up interview questions like, What do you usually browse on the internet? What is your favourite website? Who is your favourite technical article writer? Strengths: Tell interviewer about your strengths with example. Examples of strengths are listed below. Make sure you back up each strength with an example from your past experience. |
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Weakness: Whenever you say you have a weakness, make sure you also have a plan and working on it to over come your weakness. |
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Why should we hire you? |
This is another common question asked in your interview. This question deals with your ability to market yourself with the experience and skills you have. The interviewer is asking this question to find out how can your skills and experience be a value add for the job you are being interviewed for. Answers that would get the interviewer's attention: |
This is a time to let the interviewer know what YOU can do for them and why they should listen to what you have to offer. The more detail you give the stronger your answer will be. This is not a time to talk about what you want. It is a time to summarize your accomplishments and relate what makes you unique and therefore a viable fit for this position. Look at the job description. Find out requirements of the job? Make a list of these requirements. List your skills and think of two or three key qualities you have to offer that match each requirement that the employer is seeking. Other ways of asking the same question: |
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Why are you looking for a change? |
Don't talk bad about your current organisation, Manager or your co-staff. What ever may be the reason why you left your present job, don't speak badly about your previous employer. The interviewer may think, you will you will talk bad about his company next time you're looking for another job. Reasons why you might have left your job: |
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Answers that could get interviewer the attention: |
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Other ways of asking the same question: |
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What do you like/dislike most about your current or last position? |
The interviewer is trying to find the compatibility between you and the open position you are being interviewed for. So do not say anything like: |
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It is safe to say: |
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How do you handle pressure? |
Another common interview question, asked to find out how well you can handle on-the-job stress. So do not say anything like: |
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It is safe to say: |
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What are your career goals? or Where do you see yourself in 3-5 years? |
When you answer this question make sure you give realistic answers. For example a person with 1 year of experience cannot say I would see myself as a Project Manager in the next 3 years. Every organisation has a career path and we have to spend the required time at each level, learn the stuff what it takes to get it to the next level and move on. Hence set your expectations realistic. |
Also, let the interviewer know that in terms of my future career path, you are confident that if you do your work with excellence, opportunities will come your way and you will be able to achieve your career goals. |
How did you handle your most challenging experience in your previous job? |
Think of a stressful thing that happened at your last job. Then write a short description of what it was and what you did. Did you work to resolve the problem? Did you remove yourself from the problem and let other handle it? Stuff like that. Just a short explanation of what happened. This is more related to problem solving., first, think of a problem you had in you work and what is the action/ solution you have taken to resolve. It is always better to explain the point in logical order with a good example. When answering a question like this, you should always try and remember two things: |
Employers want to know how you handle stress, how you worked through that problem, and if you're a team player. If you are a fresher with no work experience or does not have any challenging experience, talk to your seniors or people who has experience. They may give you some examples. |
Few HR Interview Questions
ABOUT YOUR EXPERIENCE
How can you help our company be more profitable?
Tell me how you would handle multiple projects in the job.
ABOUT YOUR SKILLS
Describe a professional skill you have developed in your most recent job.
Describe a situation in which you've applied your skills to solve a problem.
Describe your ability to solve problems in the workplace.
How have your technical skills been an asset?
How much experience have you had with computers?
How well can you multi-task? http://www.ChetanaS.org
How would you rate your communication skills?
What new skills or ideas do you bring to the job that other candidates aren't likely to offer?
ABOUT YOUR WORK STYLE
Are you able to meet aggressive deadlines? Do you have experience doing so in the past?
Can you work under pressure?
Do you like working alone or in a team environment?
Do you like working in large groups?
Do you work well under pressure?
How do you measure the success of your work?
ABOUT YOUR RESUME
Are you involved with any professional affiliations?
EDUCATION AND TRAINING
Have you taken any classes since college to bring your skills up to date?
SOME ACCOMPLISHMENTS
Have you ever managed a project for your previous employer? What was the result?
Tell me about a contribution you have made to a team.
Tell me about a past achievement that you attained in your last job.
Tell me about a project you completed ahead of schedule.
Tell me about any honours or awards that you have received in the past.
ABOUT YOUR CHARACTER
How do you maintain your composure when you are in the hot seat?
How do you usually handle criticism?
What are your top strengths?
What is your definition of success? How have you been successful in the past?
MANAGEMENT QUESTIONS
Describe a situation in which you demonstrated independent initiative.
Describe a time when you had to alter your leadership style to be more effective.
How do you deal with difficult people?
How would you define "leadership" How would you rate yourself as a leader?
How would you describe your philosophy about management?
ABOUT YOUR EXPERIENCE
How can you help our company be more profitable?
Tell me how you would handle multiple projects in the job.
ABOUT YOUR SKILLS
Describe a professional skill you have developed in your most recent job.
Describe a situation in which you've applied your skills to solve a problem.
Describe your ability to solve problems in the workplace.
How have your technical skills been an asset?
How much experience have you had with computers?
How well can you multi-task? http://www.ChetanaS.org
How would you rate your communication skills?
What new skills or ideas do you bring to the job that other candidates aren't likely to offer?
ABOUT YOUR WORK STYLE
Are you able to meet aggressive deadlines? Do you have experience doing so in the past?
Can you work under pressure?
Do you like working alone or in a team environment?
Do you like working in large groups?
Do you work well under pressure?
How do you measure the success of your work?
ABOUT YOUR RESUME
Are you involved with any professional affiliations?
EDUCATION AND TRAINING
Have you taken any classes since college to bring your skills up to date?
SOME ACCOMPLISHMENTS
Have you ever managed a project for your previous employer? What was the result?
Tell me about a contribution you have made to a team.
Tell me about a past achievement that you attained in your last job.
Tell me about a project you completed ahead of schedule.
Tell me about any honours or awards that you have received in the past.
ABOUT YOUR CHARACTER
How do you maintain your composure when you are in the hot seat?
How do you usually handle criticism?
What are your top strengths?
What is your definition of success? How have you been successful in the past?
MANAGEMENT QUESTIONS
Describe a situation in which you demonstrated independent initiative.
Describe a time when you had to alter your leadership style to be more effective.
How do you deal with difficult people?
How would you define "leadership" How would you rate yourself as a leader?
How would you describe your philosophy about management?
