Achievement testing refers to assessments designed to measure an individual's knowledge, skills, or competencies in specific areas that are relevant to their job performance.

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Advanced interviewing refers to a strategic approach used by organizations to thoroughly assess candidates for employment beyond the traditional interview process. This method aims to gather comprehensive insights into candidates' skills, competencies, experiences, and potential contributions to the organization.

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Alternate ranking is the performance appraisal method for employees where assessor selects the best and worst employees based on certain trait/criterion and ranks them accordingly.

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Also known as a personality assessment or personality inventory, this test is used to evaluate the personality traits, characteristics, and preferences of job applicants. It aims to predict how well an individual might fit into a specific role or organizational culture based on their personality profile.

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A formal discussion process between an employee and his/her manager regarding performance and other aspects of job role. In this interview, the employer and the employee discuss the performances of the individual and the key areas of improvement and how the employee can grow through a feedback mechanism.

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A formalized program combining on-the-job training (OJT) with classroom instruction. It is typically used in skilled trades and professions, where apprentices (learners) work under the guidance of experienced mentors or journeymen to develop practical skills and theoretical knowledge necessary for the job.

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It is a part of the hiring process in which an investigation is carried out to check a potential employee’s background, based on criteria such as education, criminal records, past work experiences, etc. This verification is done because organizations often need to confirm if the information provided by the candidate is true or not.

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A performance appraisal method that combines elements of the traditional rating scales and critical incident methods; various performance levels are shown along a scale with each described in terms of an employee’s specific job behavior.

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It involves comparing job roles and responsibilities within an organization or across different organizations to determine the relative value and pay structure for similar jobs in the job market. It helps in establishing competitive compensation and benefits packages.

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Additional monetary rewards given to employees on top of their base salary, typically based on individual, team, or organizational performance.

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It is part of the employee onboarding process in which a new hire is assigned a buddy who guides the new hire on the different aspects of the job. It may include making him/her familiar with the office environment and other members of the team.

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An individual seeking employment or appointment to a particular job, role, or office. They manifest interest by submitting an application, usually accompanied by a resume or curriculum vitae.

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An external source of recruitment, where the educational institutions such as, colleges and universities make provision of information to the students regarding employment opportunities.

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A formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed.

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Trainees are given in-depth descriptions (5 to 30 pages) of the experiences of disguised organizations. This allows them to see the experiences of numerous managers in a short period of time.

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An evaluation appraisal error that occurs when employees are incorrectly rated near the average or middle of a scale.

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In this method, a superior gives training to a subordinate as his understudy like an assistant to a manager or director.

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It measures the candidate’s ability to solve problems and think critically.

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A specialized role within the Human Resources (HR) function of an organization. Their primary responsibility is to design, implement, and manage the organization's compensation and benefits program.

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A framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that define the skills and abilities that enable successful job performance.

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someone who performs tasks for an organization without being formally hired as the organization’s permanent employee.

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managing HR strategy and policy across the organization.

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a performance appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions.

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a semi-structured interview, where the candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude and so forth

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refers to the external source of recruitment, where the recruitment of qualified candidates are carried out by putting a notice regarding job vacancy on the notice board of the organization.

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HR units integrated into specific departments to provide localized HR support.

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often referred to simply as benefits or perks, is a set of non-wage compensations provided to employees in addition to their regular wages or salaries. These benefits are designed to enhance the overall compensation package offered by employers and typically include various forms of insurance, retirement plans, wellness programs, and other fringe benefits.

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a process of improving employees’ existing competencies and skills and developing newer ones to support the organization’s goals.

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the level of commitment workers make to their employer, seen in their willingness to stay at the firm and to go beyond the call of duty

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often referred to as a matrix organizational structure, is a management structure where employees are grouped simultaneously by two different operational dimensions. Typically, this involves employees reporting to both a functional manager (based on their expertise or specialization) and a project manager (based on the specific project they are working on)

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the process of introducing new hires to their jobs, co-workers, responsibilities, and workplace.

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the process of hiring new capitals through the references of the employees, who are currently employed within the organization

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the process by which organizations choose individuals from a pool of job applicants to fill job vacancies. It is a critical aspect of human resource management aimed at identifying and hiring candidates who are most likely to succeed in the job and contribute effectively to the organization's goals

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the process of assessing job applicants or current employees through various types of tests and assessments. These tests are designed to evaluate specific skills, abilities, knowledge, personality traits, or other attributes relevant to the job or organizational requirements

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firms or organizations that assist employers in finding suitable candidates for job openings. They often have access to a pool of pre-screened candidates and can help with various aspects of the recruitment process

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a government entity, where the details of the job seekers are deposited and given to the employers for filling the vacant positions

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an organization that is responsible for the enforcement of federal laws that prohibit organizations from discriminating against employees on the basis of multiple factors including race, color, nationality, religion, gender, etc

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a performance appraisal method in which the rater writes a brief narrative describing the employee’s performance. This method tends to focus on extreme behavior in the employee’s work rather than on routine day-to-day performance

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conducted for those employees, who want to leave the organization. The significance of the exit interview is to ascertain the reasons behind leaving the job

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to keep managers from being excessively lenient and having a disproportionate number of employees in the “superior”

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interview is organized in an informal manner, i.e., the candidate will be aware about the dates and timings of the interview well in advance and the interviewer plans and prepares the questions for the interview

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type of interview, all the candidates or a group of candidates are interviewed together

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occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating

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refers to the economic value of a worker's experience and skills. Human capital includes assets like education, training, intelligence, skills, health, and other things employers value such as loyalty and punctuality

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an HR employee who typically reports to an HR manager or director. HR generalists handle daily core HR functions, such as recruitment, employee relations, compensation and compliance

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the continuous process of systematic planning to achieve optimum use of an organization's most valuable asset—quality employees. HR planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses

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the process of predicting how a company’s staffing needs change with time so that it can remain prepared to operate successfully. HR forecasting ensures a company will have the right number of employees on staff

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involves coordinating, managing, and allocating human capital, or employees, in ways that move an organization’s goals forward. HRM focuses on investing in employees, ensuring their safety, and managing all aspects of staffing from hiring to compensation and development

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designed to assess a candidate's adaptive thinking, problem-solving, judgement, administrative abilities, planning, organizing, delegating, and integrative skills while dealing with memos, e-mails, requests, messages, handwritten notes, and other items while under pressure

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the interview takes place on a one to one basis. In this case, there will be a verbal and a visual interaction between two people, an interviewer and a candidate

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the process of receiving and welcoming of the employees, after they have been selected and providing them the required training needed to settle down adequately

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interviews are conducted in an informal way, i.e., the interview will be stable without any written communication and can be arranged at any place

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refers to the process of identifying and filling job vacancies within an organization from its existing workforce

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involve one-on-one or group discussions between a job analyst (interviewer) and employees, supervisors, or subject matter experts

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It is used to inform current employees about job opportunities within the company, encouraging internal mobility and career advancement

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a procedure through which you determine the duties of the positions and the characteristics of the people to hire them

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conducting in-depth research about occupations and job descriptions. They focus on worker classification systems while studying the effects of industry and occupational trends upon worker relationships

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Refers to the monetary and non-monetary benefits offered to employees in exchange for their work

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refers to the broader environment or conditions in which a job is performed. It includes factors such as the physical work environment, organizational culture, relationships with coworkers and supervisors, tools and equipment used, and any other relevant contextual information

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a written statement that outlines the duties, responsibilities, tasks, and requirements of a particular job. It typically includes information such as job title, job summary, essential functions, qualifications, and reporting relationships

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refers to expanding a job's scope by adding more tasks or responsibilities of a similar level of complexity. It aims to provide employees with a broader range of duties within their current role to enhance job satisfaction and skill development

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t involves redesigning jobs to incorporate higher levels of responsibility, autonomy, decision-making authority, and complexity. The goal of job enrichment is to enhance the intrinsic motivation and satisfaction of employees by providing opportunities for growth, challenge, and achievement within their current roles

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a structured training method suitable for jobs with clear and logical sequences of steps. It involves breaking down tasks into smaller components, teaching each step sequentially, and ensuring the trainee can perform each task correctly before moving on to the next. This method is effective for quickly teaching specific job skills and procedures

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refers to the practice of publishing and displaying advertisements of an open job to the employees

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involves moving employees through a variety of positions within an organization or department

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refers to a statement that outlines the qualifications, skills, knowledge, abilities, and personal attributes required to perform a specific job effectively

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An open position within an organization or company that requires a qualified individual to fill it

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refer to the rules, regulations, and ethical standards that organizations must adhere to when recruiting and selecting employees. These practices are designed to ensure fairness, equality, and compliance with applicable laws throughout the hiring process

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Giving undeserved high ratings to an employee

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a structured evaluation method used to assess managerial potential or leadership qualities in individuals. It typically involves a series of simulations, exercises, and interviews designed to evaluate skills such as leadership, decision-making, communication, and problem-solving in a controlled setting

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refers to a training approach where employees are provided with condensed or abbreviated versions of job tasks or responsibilities to learn and practice. It allows individuals to gain practical experience and skills relevant to their roles in a controlled and manageable setting before performing the tasks independently or in a real work environment

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the act of hiring an external firm to handle part or all of your human resource needs instead of relying on a dedicated internal HR department or employee

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the process of moving a new hire from applicant to employee status, ensuring that paperwork is done and orientation is completed

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Websites or platforms where employers can post job openings to reach a wide audience of potential candidates on the internet. Job seekers can search and apply for positions based on their skills and preferences

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this type of interview, three to five members of the selection committee will be asking questions to the candidates on various concepts

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A temporary team, often consisting of people from different areas or functions, that works on real projects

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a performance appraisal method in which the rater ranks all employees from a group in order of overall performance

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a performance appraisal method that rates employees according to defined factors

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mechanisms used by organizations to recognize, motivate, and reward employees for their contributions, efforts, achievements, and behaviors that align with organizational goals and values

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An HR professional responsible for finding and hiring qualified candidates

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refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding employees. In other words, it involves everything from the identification of a staffing need to filling it

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the process of evaluating job applications, scanning resumes and selecting suitable candidates that match with the job description

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A psychological technique in which intensive group discussion and interaction are used to increase individual awareness of self and others

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structured databases or systems used by organizations to catalog and manage information about the skills, competencies, qualifications, and experiences of their employees

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Occurs when managers allow individual differences to affect the ratings they give. These differences are gender, race, or age

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this type of interview, the interviewer will come to know whether the candidate can deal in an effective manner with the demands and needs of a complicated job

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Being unduly critical of an employee’s work performance

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the interview is planned, designed and detailed in advance

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the goal-oriented and integrated process of planning, recruiting, developing, managing and compensating employees

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an HR professional who sources and screens candidates that best fit the company's future goals. Their duties include establishing hiring criteria, understanding recruiting needs and finding the right candidates

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a systematic process used by organizations to assess and evaluate the job performance of employees. It involves gathering and analyzing information about employees' performance, accomplishments, strengths, weaknesses, and areas for improvement

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is a structured process used by organizations to assess and evaluate employees' job performance, contributions, and achievements within a specific period

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refers to the continuous process of setting objectives, assessing progress, and providing feedback to employees to ensure that organizational goals are met effectively and efficiently

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the process of shifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities, and status

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refers to the fixed amount of money paid to an employee for performing a job role over a specific period, typically on a monthly or annual basis

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the process when an employee evaluates their performance

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the process of hiring eligible candidates in the organization or company for specific positions

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a type of psychological test used in the assessment of candidates or employees. It presents hypothetical scenarios relevant to the job and asks respondents to choose the most appropriate action or decision from a set of options

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proactive process of identifying and developing potential future leaders or key employees within an organization to fill key roles when they become vacant

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refers to the process of teaching specific skills and knowledge to employees to improve their performance in current roles

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refers to the process of equipping employees with the knowledge, skills, and competencies required to perform their job effectively and to contribute to organizational success

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a professional within the Human Resources (HR) function who specializes in planning, implementing, and evaluating training programs for employees

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refers to the process of interchanging from one job to another without any change in the designation and responsibilities

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an individual who is trained to take over the responsibilities of a specific position if the current job holder is unable to perform their duties (e.g., due to illness, vacation, or promotion)

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This type of interview is an unexpected one, where the interview questionnaire is not prepared. The interviewers are not well prepared regarding the questions that are to be asked and in obtaining accurate answers

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a process where subordinates or employees provide anonymous feedback on their supervisor's performance

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a type of training that involves creating a simulated work environment for employees to practice job-related tasks and skills

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a method used in industrial and organizational psychology to assess how employees spend their time on various tasks

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a performance appraisal method that compares each employee’s performance to a predetermined standard or expected level of output

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