HR Terms (C)

Author Topic: HR Terms (C)  (Read 286 times)

Offline abu_jafar

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HR Terms (C)
« on: September 08, 2014, 05:14:51 PM »
Change Management   The deliberate effort of an organisation 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 will negotiate employment contracts with [a] union.
Common law   Decisions of the Courts also known as Precedent. Distinguished from Legislation.

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.

Compensation   Compensation for injury to an employee arising out of and in the course of employment that is paid to the worker or dependents by an employer whose strict liability for such compensation is established by statute.
Where established by statute, workers' compensation is generally the exclusive remedy for injuries arising from employment,
with some exceptions. Workers' compensation statutes commonly include explicit exclusions for injury caused intentionally,
by willful misconduct, and by voluntary intoxication from alcohol or illegal drugs.

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 organisation can be copied but not the people in the organisation.

Confidentiality agreement   An agreement restricting an employee from disclosing confidential or proprietary information.
Constructive dismissal   1. Coercion by threats to act 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 labor, 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 Labor Force   A small group of permanent workers, for example, strategists, planners.

Corporate mission   The aims and objectives of an organisation.

Cost leadership   A strategy of becoming the lowest-cost producer in its industry.

Critical incidents   A method of avoiding the subjective judgments which are the feature of most ranking and rating systems. It is the keeping, by management, of a record of on-job incidents or behavior which may be examples of [in]effective behavior and used as
background information for subsequent discussions and performance appraisals.

Customer capital   The relationships an organisation has with the people it does business with, including suppliers, ‘brand equity’ and ‘goodwill’. See also Structural capital.
yclical 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.