Human Resource Management
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1. Task Analysis: is a detailed study of the job to determine what specific skills the job requires
2. On-the-job training: OJT means having a person learn a job by actually doing it
3. Computer-Based training: refers to training methods that use interactive computer-based systems to
increase knowledge or skills
4. Rebranding a hotel: Rebranding a hotel is a lot like creating a new hotel by using the same staff and
structure but with a new belief system
5. Job Analysis: The procedure for determining the duties and skill requirements of a job and the kind of person
who should be hired for it.
6. Job Description: A list of a job's duties, responsibilities, reporting relationships, working conditions, and
supervisory responsibilities—one product of a job analysis.
7. Job Specifications: A list of a job's "human requirements," that is, the requisite
education, skills, personality, and so on—another product of a job analysis.
8. go about something: to continue to do something; to keep busy with something
9. overlook
BrE /ˌəʊvəˈlʊk/ ; NAmE /ˌoʊvərˈlʊk/: overlook something if a building, etc. overlooks a place, you can
see that place from the building
a restaurant overlooking the lake
10. reactivity
BrE /ˌriːækˈtɪvɪti/ ; NAmE /ˌriːækˈtɪvɪti/: the degree to which something reacts, or is likely to react
11. chronological
BrE /ˌkrɒnəˈlɒdʒɪkl/ ; NAmE /ˌkrɑːnəˈlɑːdʒɪkl/: (of a number of events) arranged in the order in
which they happened
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12. dispersed
BrE /dɪˈspɜːs/ ; NAmE /dɪˈspɜːrs/: to move apart and go away in different directions; to make some-
body/something do this
e.g: geographically dispersed employees
13. incumbent
BrE /ɪnˈkʌmbənt/ ; NAmE /ɪnˈkʌmbənt/: a person who has an official position
14. Job Summary/ Job Description: - General nature of the job
- Major functions/activities
15. Job Identification/Job Description: Job title
FLSA status section
Preparation date
Preparer
16. Relationships: Reports to:
Supervises:
Works with:
Outside the company:
17. Responsibilities and Duties: Major responsibilities and duties (essential functions)
Decision-making authority
Direct supervision
Budgetary limitations
18. Standards of Performance and Working Conditions: What it takes to do the job success-
fully
19. Writing Job Descriptions: Step 1. Decide on a Plan
, Human Resource Management
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Step 2. Develop an Organization Chart
Step 3. Use a Simplified Job Analysis Questionnaire
Step 4. Obtain List of Job Duties from O*NET
Step 5. Compile the Job's Human Requirements from O*NET
Step 6. Finalize the Job Description
20. Writing Job Specifications/Writing Job Specifications: 1. Analyze the job and decide how
to measure job
performance.
2. Select personal traits that you believe should predict successful performance.
3. Test candidates for these traits.
4. Measure the candidates' subsequent job performance.
5. Statistically analyze the relationship between the human traits and job performance.
21. off-the-shelf: (of a product) that can be bought immediately and does not have to be specially designed or
ordered
off-the-shelf software packages
22. viable
BrE /ˈvaɪəbl/ ; NAmE /ˈvaɪəbl/: that can be done; that will be successful
capable of developing and surviving independently
viable candidates
23. Employment or Personnel Planning: The process of deciding what positions the firm will have to
fill, and how to fill them.
24. Succession Planning: The process of deciding how to fill the company's most important executive jobs.
25. A scatter plot (also called a scatter graph, scatter chart, scattergram, or
scatter diagram): A scatter plot is a type of plot or mathematical diagram using Cartesian coordinates to display
values for typically two variables for a set of data.
, Human Resource Management
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26. initiative
BrE /ɪˈnɪʃətɪv/ ; NAmE /ɪˈnɪʃətɪv/: a new plan for dealing with a particular problem or for achieving a
particular purpose
27. institutionalize
BrE /ˌɪnstɪˈtjuːʃənəlaɪz/ ; NAmE /ˌɪnstɪˈtuːʃənəlaɪz/: * institutionalize somebody :
to send somebody who is not capable of living independently to live in a special building (= an institution) especially
when it is for a long period of time
* institutionalize something:
to make something become part of an organized system, society or culture, so that it is considered normal
28. metrics
BrE /ˈmetrɪks/ ; NAmE /ˈmetrɪks/: a set of statistics used for measuring something, especially results
that show how well a business, school, computer program, etc. is doing
29. centralize
BrE /ˈsentrəlaɪz/ ; NAmE /ˈsentrəlaɪz/: centralize something
to give the control of a country or an organization to a group of people in one particular place
30. Foreknowledge
BrE /fɔːˈnɒlɪdʒ/ ; NAmE /fɔːrˈnɑːlɪdʒ/: knowledge of something before it happens
31. discontent
BrE /ˌdɪskənˈtent/ ; NAmE /ˌdɪskənˈtent/: discontent (at/over/with something) a feeling of being
unhappy because you are not satisfied with a particular situation; something that makes you have this feeling
32. inbreeding
BrE /ˈɪnbriːdɪŋ/ ; NAmE /ˈɪnbriːdɪŋ/: breeding between closely related people or animals
33. The status quo
BrE /ˌsteɪtəs ˈkwəʊ/ ; NAmE /ˌsteɪtəs ˈkwoʊ/: the situation as it is now, or as it was before a recent
change
34. Referrals
BrE /rɪˈfɜːrəl/ ; NAmE /rɪˈfɜːrəl/: referral (to somebody/something) the act of sending somebody who
needs professional help to a person or place that can provide it
35. Alternative Staffing: * In-house contingent (casual, seasonal, or temporary) workers employed by the
company, but on an explicit short-term basis.
* Contract technical employees supplied for long-term projects under contract from outside technical services firms.
Study online at https://quizlet.com/_2s5o4n
1. Task Analysis: is a detailed study of the job to determine what specific skills the job requires
2. On-the-job training: OJT means having a person learn a job by actually doing it
3. Computer-Based training: refers to training methods that use interactive computer-based systems to
increase knowledge or skills
4. Rebranding a hotel: Rebranding a hotel is a lot like creating a new hotel by using the same staff and
structure but with a new belief system
5. Job Analysis: The procedure for determining the duties and skill requirements of a job and the kind of person
who should be hired for it.
6. Job Description: A list of a job's duties, responsibilities, reporting relationships, working conditions, and
supervisory responsibilities—one product of a job analysis.
7. Job Specifications: A list of a job's "human requirements," that is, the requisite
education, skills, personality, and so on—another product of a job analysis.
8. go about something: to continue to do something; to keep busy with something
9. overlook
BrE /ˌəʊvəˈlʊk/ ; NAmE /ˌoʊvərˈlʊk/: overlook something if a building, etc. overlooks a place, you can
see that place from the building
a restaurant overlooking the lake
10. reactivity
BrE /ˌriːækˈtɪvɪti/ ; NAmE /ˌriːækˈtɪvɪti/: the degree to which something reacts, or is likely to react
11. chronological
BrE /ˌkrɒnəˈlɒdʒɪkl/ ; NAmE /ˌkrɑːnəˈlɑːdʒɪkl/: (of a number of events) arranged in the order in
which they happened
, Human Resource Management
Study online at https://quizlet.com/_2s5o4n
12. dispersed
BrE /dɪˈspɜːs/ ; NAmE /dɪˈspɜːrs/: to move apart and go away in different directions; to make some-
body/something do this
e.g: geographically dispersed employees
13. incumbent
BrE /ɪnˈkʌmbənt/ ; NAmE /ɪnˈkʌmbənt/: a person who has an official position
14. Job Summary/ Job Description: - General nature of the job
- Major functions/activities
15. Job Identification/Job Description: Job title
FLSA status section
Preparation date
Preparer
16. Relationships: Reports to:
Supervises:
Works with:
Outside the company:
17. Responsibilities and Duties: Major responsibilities and duties (essential functions)
Decision-making authority
Direct supervision
Budgetary limitations
18. Standards of Performance and Working Conditions: What it takes to do the job success-
fully
19. Writing Job Descriptions: Step 1. Decide on a Plan
, Human Resource Management
Study online at https://quizlet.com/_2s5o4n
Step 2. Develop an Organization Chart
Step 3. Use a Simplified Job Analysis Questionnaire
Step 4. Obtain List of Job Duties from O*NET
Step 5. Compile the Job's Human Requirements from O*NET
Step 6. Finalize the Job Description
20. Writing Job Specifications/Writing Job Specifications: 1. Analyze the job and decide how
to measure job
performance.
2. Select personal traits that you believe should predict successful performance.
3. Test candidates for these traits.
4. Measure the candidates' subsequent job performance.
5. Statistically analyze the relationship between the human traits and job performance.
21. off-the-shelf: (of a product) that can be bought immediately and does not have to be specially designed or
ordered
off-the-shelf software packages
22. viable
BrE /ˈvaɪəbl/ ; NAmE /ˈvaɪəbl/: that can be done; that will be successful
capable of developing and surviving independently
viable candidates
23. Employment or Personnel Planning: The process of deciding what positions the firm will have to
fill, and how to fill them.
24. Succession Planning: The process of deciding how to fill the company's most important executive jobs.
25. A scatter plot (also called a scatter graph, scatter chart, scattergram, or
scatter diagram): A scatter plot is a type of plot or mathematical diagram using Cartesian coordinates to display
values for typically two variables for a set of data.
, Human Resource Management
Study online at https://quizlet.com/_2s5o4n
26. initiative
BrE /ɪˈnɪʃətɪv/ ; NAmE /ɪˈnɪʃətɪv/: a new plan for dealing with a particular problem or for achieving a
particular purpose
27. institutionalize
BrE /ˌɪnstɪˈtjuːʃənəlaɪz/ ; NAmE /ˌɪnstɪˈtuːʃənəlaɪz/: * institutionalize somebody :
to send somebody who is not capable of living independently to live in a special building (= an institution) especially
when it is for a long period of time
* institutionalize something:
to make something become part of an organized system, society or culture, so that it is considered normal
28. metrics
BrE /ˈmetrɪks/ ; NAmE /ˈmetrɪks/: a set of statistics used for measuring something, especially results
that show how well a business, school, computer program, etc. is doing
29. centralize
BrE /ˈsentrəlaɪz/ ; NAmE /ˈsentrəlaɪz/: centralize something
to give the control of a country or an organization to a group of people in one particular place
30. Foreknowledge
BrE /fɔːˈnɒlɪdʒ/ ; NAmE /fɔːrˈnɑːlɪdʒ/: knowledge of something before it happens
31. discontent
BrE /ˌdɪskənˈtent/ ; NAmE /ˌdɪskənˈtent/: discontent (at/over/with something) a feeling of being
unhappy because you are not satisfied with a particular situation; something that makes you have this feeling
32. inbreeding
BrE /ˈɪnbriːdɪŋ/ ; NAmE /ˈɪnbriːdɪŋ/: breeding between closely related people or animals
33. The status quo
BrE /ˌsteɪtəs ˈkwəʊ/ ; NAmE /ˌsteɪtəs ˈkwoʊ/: the situation as it is now, or as it was before a recent
change
34. Referrals
BrE /rɪˈfɜːrəl/ ; NAmE /rɪˈfɜːrəl/: referral (to somebody/something) the act of sending somebody who
needs professional help to a person or place that can provide it
35. Alternative Staffing: * In-house contingent (casual, seasonal, or temporary) workers employed by the
company, but on an explicit short-term basis.
* Contract technical employees supplied for long-term projects under contract from outside technical services firms.
