1. Human resources management - the strategic approroach to the effective management
of employees so that they help the business gain a competitive advantage. 2. Workforce planning - forecasting number of workers and skills that will be required by the organisation to achieve its objectives. 3. Workforce audit - check on skills and qualifications of all existing worker/managers. 4. Labour turnover - measure the rates at which employee are leaving the org ( number of employees leaving in 1 year / average number of people employed ×100). 5. Curiculum vitae - detailed documents highlighting all the person professional and aca demic achievement work experience and awards. 6. Assessment centre - place where range of test is used to judge job applicants on their potential ability to perform a particular role. 7. Internal recruitment - business aims to fill a vacancy within existing workforce 8. External recruitment - business aims to fill vacancy with suitable applicant from outside the business such as employee from other org. 9. Employment contract - a legal document that set out the terms and conditions governing a workers job. 10. Redundancy - when job is no longer required and employee doing the job becomes unnecessary. 11. Dismissal - being fired from a job due to incompetence or breach of discipline. 12. Employee morale - overall outlook, attitude and level of satisfaction of employees when at work. 13. Employee welfare - employee safety,health and level of morale at work. 14. Work-life balance - situation where employee are able to allocate the right amount of time and effort to work and their personal life outside work. 15. Equality policy - practice or process aimed at achieving a fair organisation where everyone is treated the same way without prejudice. 16. Diversity policy - practice and processes aimes to create mixed workforce and placing a positive value on diversity in the workplace. 17. Induction training - introduction training programme to familirise the new recruit with the system used in the business. 18. On the job training - instructions at the place of work on how the job should be carried out. 19. Off the job training - training undertaken away from the place of work. 20. Multi skilling - training of employees in several skills for greater flexibility within the business. 21. Employee appraisal - process of assesing the effectiveness of an employee judged against a pre-set objective. 22. Collective bargaining - process of negotiating terms of employment between employer and group of worker who usually represented by trade union official. 23. Trade union recognition - employer formally agrees to the conduct negotiation on pay and working condition with trade union rather than bargain individually with each worker. 24. Piece rate - payment to workers for each unit produced. 25. Job enrichment - aims to use full capabilities of workers by giving them opportunity to do more challenging task or work. 26. Time based wage rate - payment to workers made per period of time (one hour). 27. Salary - annual income that is usually paid on a monthly basis. 28. Commission - a payment to salesperson for each sale made. 29. Bonus payment - payment in addition to the contracted wage or salary. 30. Performance related pay - bonus scheme to reward employees for above average work performance. 31. Profit sharing - bonus for employees based on profit of the business. 32. Share-ownership scheme - scheme that gives employees shares in the company they work for or allows them to buy those shares at discount. 33. Fringe benefits - benefits given, seperate from pay by an employer to some or all employees. (Free insurance,company cars). 34. Job rotation - allows employee to swtich from one job to another job . 35. Job enlargement - an attempt to increase the scope of job by broadening and deepening the task undertaken. 36. Job redesign - restructuring job to make it more interesting and challenging. 37. Empowerment - the giving skills,resources authority and opportunity to employees so that they can take decision and be accountable for their work. 38. Quality circle - voluntary group of worker who meets regularly to discuss and solve problem and issue. 39. Autocratic management - management style where one manager takes all the decisions with ver little if any input from others. 40. Democratic management - management style that encourage the active participation kf workers making decisions. 41. Paternalistic management - managment style based on view that manager is a better position to know what is the best for the org. 42. Laissez-faire management - a managment style that leaves much of the business decision making to its workforce. 43. Theory X - view that manager believe that employees are lazy, fear motivated and in need of constant direction (autocratic management style). 44. Theory Y - view that some manager believe that workers are internally motivated enjoy their work and prepared to take responsibility (democratic management style).