Key terms

Human Resources Diploma Toolbox

BSB50801 Diploma of Business (Human Resources)

360 degree feedback

Performance feedback is sought from multiple perspectives e.g. self, peers, supervisor, customers etc. In HRMIS, the process of objectively examining a set of information against a predetermined set of criteria. The testing and checking of an employees performance, usually done against specified performance criteria. A selection technique using a simulated work environment where candidates are assessed on performance of a series of tasks, usually involves trained workplace assessors. Audits are inspections and investigations. Audits can be conducted, for example, to investigate whether HR standards are being met or to evaluate the relationship between the HR function and its clients in the organisation. Audits can be used as planned activities or randomly. In remunerations management, a term used in salary surveying to describe those positions identified as typical of an

Analysis

Assessment

Assessment centre

Audit

Benchmark position

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occupational group and/or industry. Benchmark positions are stable, frequentlyoccurring positions with recognisable job titles. Benchmarking A management and evaluation approach that allows you compare the state of your own HR processes against those of other organisations. Often used to identify the improvement expected and/or gained from changing or outsourcing a process. A cash or non-cash supplement which is regarded as adding value to the employees total pay package. Taxable as a fringe benefit in Australia. In remuneration management, refers to the packaging of benefits; the offering of a limited range of benefits from which an employee may choose up to an agreed value. Often also referred to as a smorgasbord approach CASE tools can assist you in managing a project. Their role is to automate the process of creating Gantt charts, network diagrams, CPM diagrams, calendars, resource lists and activity lists. Using CASE allows designers, code writers, testers, planners, and managers to share a common view of where a project stands at each stage of development. CASE also helps ensure a disciplined, check-pointed process. A form on on-the-job training, usually in a one-to-one situation; may be an action in an individual learning plan. Also referred to as 'case law', evolved over time from precedents set by cases that have come before the courts

Benefit

Cafeteria approach

CASE (computer-aided software engineering) tools

Coaching

Common law

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Compensable factors

In remuneration management, the yardsticks that determine what the organisation is paying the employee for. Identifying compensable factors is part of the process of job evaluation in order to determine pay. A term used to describe reward mechanisms; as in compensation and benefits packaging. Job analysis and selection technique that focuses on the skills and behaviours needed to successfully perform a job In project management, a document that describes how cost variances will be managed during the project. An analysis of the cost effectiveness of different alternatives in order to see whether the benefits outweigh the costs. The critical path method (CPM) is another form of a network diagram that shows the order in which the activities follow one another and their interdependency. This method uses nodes, (circles) and links, (arrows). Critical path analysis is a project analysis technique used to predict project duration. It is an important tool that helps you to fight project overruns. This is similar to the orientation package given to new employees. It may include advice on superannuation, tax forms for the employee and a guide as to the employees options. Dismissal occurs when the employment contract of a worker is terminated by management.

Compensation

Competency profiling

Cost management

Cost/benefit analysis

CPM (critical path method)

Critical path analysis

Departure package

Dismissal

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EIS

Exit interviewing and surveying (EIS) is a process used for gathering information from departing employees. Professional and confidential counselling services set up by an organisation for it's employees and their families Various organisations give awards or cite certain organisations as employers of choice because of the work/life balance programs they have instigated that have had a positive impact on the organisation. Under the Workplace Relations Act 1996 an employment contract can be either individual employment contracts or collective contracts. Employee Share Ownership Plan; mechanism whereby employees buy or are granted shares in the company. An overall determination of the success of a program or a strategy. Reports on the financial aspects of an organisation. The Income and Expenditure Statement (also termed the Profit and Loss Statement) and the Balance Sheet are two financial reports all organisations produce. Various Financial Ratio Statements are also important financial reports. A reward program that allows employees to share in any increase in profits over an above a pre-determined point (commonly associated with productivity agreements) A Gantt chart is used to represent all of the activities of a project in a visual overview of the project time line. A basic Gantt chart does not display the relationships between the activities; this is normally done with a
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Employee Assistance Program (EAP)

Employer of choice

Employment contract

ESOP

Evaluation

Financial statements

Gain share

Gantt chart

Human Resources Diploma Toolbox, Key terms, July 2003

network diagram. A Gantt chart lists all the activities on the left-hand side of the chart and the time line is across the top of the chart. Goal A desired result, a goal should be measurable by quantity or quality, have a timeframe for completion, and be achievable Job salary points appearing below the lower limit of a grade in a scattergram Human Resource Management Human Resource Management Information System; computer system to collect and analyse information to assist in the making of timely HR management decisions, examples are databases, spreadsheets, information networks. Human resource planning; an analysis of existing and future staffing needs This term is used to describe processes, procedures and software systems used to manage people in the workplace. Payments in addition to the employees ordinary pay granted as reward or acknowledgement for performance or service. (Such as commissions, bonuses, share options, profit share.) The process of receiving and orienting employees when they first join an organisation Also referred to as 'awards'; historically in Australia, the main mechanism for confirming minimum terms and conditions for workers in a particular occupational

Green circle jobs

HRM HRMIS

HRP

Human capital management

Incentives

Induction

Industrial awards

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group or industry Injury management This term encompasses all the activities associated with ensuring the safe and early return to work of an injured worker to the workplace. This is developed by the insurer in consultation with the worker, employer and treating doctor. Development of the plan must commence within 3 days of being notified of a significant injury. It sets out the plan relating to a specific individual, and is an evolving document. Developed by the insurer, the Injury Management Program is the 'umbrella' with which an employer's return to work program must be consistent. It is a coordinated and managed program that integrates all aspects of injury management including treatment, rehabilitation, retraining, claims management and employment management practices. Strategies for correcting or improving group or employee performance A process of determining the relative value of one job to another within an organisation. In remuneration management, paying below market rates. In remuneration management, paying above the market. An organisation that displays the capacity to continually adapt to changes in it's business environment The average salary being offered for a particular position in the labour market

Injury management plan

Injury management program

Intervention

Job evaluation

Lag the market

Lead the market

Learning organisation

Market rate

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Match the market

In remuneration management, paying the market average, also called lead-lag. A form of coaching by role modelling; usually less structured than coaching and occurring over a longer period of time. Concerned with excellence, superiority, and/or being the best qualified Any salary increase awarded to an employee based on their individual performance This is like a roadmap that shows all of the project's activities drawn as an interconnected network of tasks. Often used to describe an action step within a broader goal, or a short-term goal A plan designed to meet the short-term goals of the organisation, usually a sub-set of a strategic plan The shared values of an organisation. Culture effects decisions, relationships and employee behaviour. The ability to influence decisions and behaviour within an organisation. A service to guide a terminated employee of a company to a satisfactory new position or career through the provision of short- or long-term counselling and support services. This can be on a group or individual basis and is most often paid for by the terminating employer. The transfer of HR management and/or activities from inside the organisation to an external provider.

Mentoring

Merit

Merit pay

Network diagram

Objective

Operational plan

Organisational culture

Organisational power

Outplacement

Outsourcing

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Paid adoption leave

This is similar to maternity leave but is leave provided for someone who adopts a child. Relates to the achievement or non achievement of agreed goals, a plan a set of steps that describes the strategies and processes by which a goal by which a goal is to be achieved An assessment (often using formal processes and tools) of employee performance The standards for judging how performance has been achieved; focus in on the process not just the results. The difference between the required performance and the actual performance A process for creating a shared understanding of what an individual is to achieve and managing and developing individuals to achieve in both short and longer term The outcome or result to be achieved from the performance. The level of performance sought of an individual or group which may be expressed either qualitatively or quantitatively. This project time management technique is used when there is a high degree of uncertainty about the individual activity duration estimates. A test or trial run of a program. A broad statement of intent that provides a framework in which staff should operate and act.

Performance

Performance appraisal

Performance criteria

Performance gap

Performance management

Performance outcome

Performance standards

PERT (Program Evaluation Review Technique)

Pilot program Policy

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Probation

A specified period during at the end of which an employment contract may be continued or terminated, is best used in conjunction with a performance management and appraisal system A set of rules, guidelines, or steps that specify how staff should operate and act; may also include tools and forms to be used by staff. A reward program that allows employees to share in the companies profits Project communication management refers to the application of skills and techniques to ensure that all stakeholders and members of the project team receive required information when expected. It is about the gathering, generation, distribution and storage and disposal of all project information. A milestone is usually a where deliverable takes place in the project and where a signoff is usually required. Milestones are not work, they are markers for summarising work that has been completed to that point. The project plan is a detailed document that describes all of the activities, resources and schedules required to meet the project goal and objectives. It tells you where you are, where you are going, and how you are going to get there. Project risk management is a process that recognises, assesses and reduces risk in the life cycle of a project. Risk management should begin at the project definition stage so that assumed risks can be included in the project scope document.

Procedure

Profit share

Project communication management

Project milestone

Project plan

Project risk management

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Project scope

The purpose of the project scope is to provide a clear and refined description of the project goal, what is to be achieved, how it is to be achieved, who will achieve it, when it will be achieved, and with what resources. The measurement of HR activities using judgement or opinion. Pre-determined statements relating to specifications on how a product or service is presented to the user The measurement of HR activities using numbers or quantities. Points on a distribution which indicate where 25% (lower quartile), 50% (median) and 75% (upper quartile) of salaries fall below The process of sourcing candidates for a job and inducing them to apply Job salary points appearing above the upper limit of a grade in a scattergram The finishing of one contract of employment and replacement with a new contract for a different position. When employees are laid off on a permanent basis because their work is no longer required by the company due to economic and technological reasons as well as other reasons. The overall statement of intent (and philosophy) of the employer. It sets out the organisation's commitment to the process of injury management. It also mentions the importance of consultation and cooperation with agreed procedures. In best practice

Qualitative evaluation

Quality assurance standards

Quantitative evaluation

Quartile

Recruitment

Red circle jobs

Redeployment

Redundancy

Rehabilitation policy

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organisations, the rehabilitation policies include brief references to the systems and procedures to be employed, and the key players and their duties. Rehabilitation provider Providers may include an internal employee (return to work coordinator/rehab coordinator, case manager) or external consultant (accredited rehabilitation provider or consultant). For example, Health professionals who provide rehabilitation services to injured workers and their employers. In NSW they are engaged in a small minority of complex cases; in some other States they have a much wider role. Applying standardised measures to ensure the absence of bias. An assessment or measuring technique is reliable if it delivers consistent results when used over repeated instances Payment for services rendered as an employee or contractor Equity, fairness or balance in remunerations, measured according to internal relativity (between jobs in an organisation), interpersonal relativity (between people in an organisation) and external relativity (between jobs inside and outside the organisation). The process of investigating and exploring a topic or area of concern in order to reveal information for analysis. An estimate of overall benefit gained by comparing expected gains against investment costs. Includes estimates of time, resources, capital etc.

Reliability

Remuneration

Remuneration relativity

Research

Return on investment (ROI)

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Return to work coordinator

Person or organisation responsible for the management of workers compensation claims including negotiation, legal compliance and reporting responsibilities. Sometimes known as rehabilitation plan or program. The RTW plan is a 'living' document, agreed to by all parties and aimed at achieving 'suitable employment' for the injured worker. The plan outlines 'suitable duties', with restrictions and details about how these duties will be monitored and reviewed at the workplace. Established by the employer, the return to work procedures includes rehabilitation policy and obligations and is developed in consultation with workers and respective unions. Sets out how injuries/illness will be managed in the workplace. It is recommended that the RTW procedures be reviewed every two years or when a need for review is indicated, for example, a change in the legislation or when problems are identified. The timeframe for reporting injuries will form part of the Return to Work Program. A process of arranging pay, benefits, and services components to form an attractive reward package A systematic approach to the arrangements of salaries for employees in an organisation. Often organised into grades with defined upper and lower ranges A structured approach to the gathering and analysis of salary and benefits information related to a limited range of benchmark positions. (often conducted by industry classification, or job group)

Return to work plan

Return to work procedures

Salary packaging

Salary structure

Salary survey

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Scattergram

Or scattergraph'; term used to describe the plotting of a distribution of salary points on a graph The process of identifying the best available candidate for a job. Conduct of such a nature that it would be unreasonable to expect the employer to continue with the employment during the notice period that would otherwise be required. In remunerations management, a free or subsidised offer of service or support that employees may elect to utilise. Taxable as a fringe benefit in Australia. SLA; a formal agreement between two parties which documents the type of HR service one party will provide to the other in the workplace environment. An SLA will also include performance standards or measures as well as how this agreement will be monitored and evaluated for its effectiveness. A significant injury is when an injured worker cannot undertake their usual duties and/or normal hours for a continuous period of more than a specified number of calendar days (which varies across jurisdictions). A stakeholder includes anyone that affects, or is affected by, the processes in an organisation. This includes management, staff, the HR department, but could also include unions and other labour organisations, employer groups, tribunals and courts, economists, and government departments. Also referred to as legislation, comprises

Selection

Serious misconduct

Service

Service level agreement

Significant injury

Stakeholder

Statutory law

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the Statutory Acts enacted by Federal and State Parliament Strategic plan Plan designed to meet the broad, long-term goals of an organisation The determination of overall organisational purposes and goals and how they are to be achieved The direction in which an organisation plans to move and the framework for action by which it intends to get there Planning for and having the capacity to fulfil future management needs through inhouse preparation Also known as alternative, selected or light duties. Work that can be done by the injured worker while recovering from injury, if the worker is not fit for the usual duties. Suitable duties can include parts of the job the worker was doing before being injured; the same job but on reduced hours, or different duties altogether. When the decision to dismiss is taken on the spot, it is described as summary dismissal. SWOT is a planning tool used to clarify an organisations strengths, weaknesses, opportunities and threats. Working from home. TNA; a formal process of identifying training needs, usually in term of a group of people and/or for a process. The process of evaluating a new or changed process or a tool in practice, often done on a small scale prior to a wider implementation

Strategic planning

Strategy

Succession

Suitable duties

Summary dismissal

SWOT

Teleworking Training needs analysis

Trialling

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Unfair dismissal

Unfair dismissal occurs when, after being summarily dismissed from a job, an employee is subsequently found by a court or tribunal to have not been, according to the terms of their employment contract, rightfully subject to dismissal. Employees given an opportunity to evaluate their managers - often anonymously An assessment technique is valid if it delivers accurate information related to specific selection criteria When an organisation intends to lay off workers, it can ask whether any employees are interested in resigning voluntarily and taking a lump-sum payment. The WBS represents the goal, objectives, tasks, sub-tasks and work packages by using an hierarchical tree which shows all of the levels of breakdown. The top branch represents the goal of the project and the bottom branches represent the individual work activities to be performed. In some States return to work coordinators need to liaise with WorkCover agents or claims agents (as opposed to the insurer) in relation to injury claims. An alternative to common rule Awards, able to tailor terms and conditions for workers to link them to productivity gains for the particular workplace or industry.

Upward feedback

Validity

Voluntary redundancy

WBS (Work Breakdown Schedule)

WorkCover agents or claims agents

Workplace agreements

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